HRM Activities in Tesco

HRM Activities in Tesco In any organization, the most important asset is its employees though it may or may not be profit-oriented. So the most complicated task is to manage the human resource. Today, in the rapid advancement of technology, Human Resource is unavoidable. No machines can replace Human Resource in utilization the available resources effectively. In this competitive market, every organization ensures that it has an effective and efficient Human Resource Development that supports to achieve every objective. The HR department works very hard in utilization of every available human resource to realize the organizations by linking it with the policies and strategy. The HR department also helps the employs understand and respect the values of the organization by constantly conducting activities that involve the employee from every level in the organization. Every large scale firm activity needs to be supported by different departments integrated into one which leads to as a group activity and finally it becomes a coordinated activity carried out at various levels to achieve the organisational goal. Therefore, these strategic objectives can be achieved only with effective human resources management which is controlled by HR department. In the assignment, we have given to carry out research into the HR policies carried out by Tesco. COMPANY PROFILE Tesco is the biggest super market in UK. It has been dominating in British retail sector with domestic market share and global sales. It initially caters in food and later expanded its area of business like clothing, electronics, financial services and telecom. So the Tescos has set up the store namely Tesco extra, Tesco metro and Tesco express in order to meet the customers needs. Since Tesco is considered a one stop retail outlet that has covered every segment of market in the country and it shows Tesco has a great number of manpower. This shows how the HR strategy has been implemented. HUMAN RESOURCE MANAGEMENT Three key HRM activities carried out by Tesco are: Recruitment and pay revision. Training and development. Providing healthy work atmosphere. (See appendix-1) Recruitment, training and healthy work environment are the three key HRM activities carried out by Tesco which I would like to discuss. Recruitment is the process of new employment which is consists of important steps. Some of the important steps involved in recruitment are call for application, criteria allocation, short listing, interview, salary negotiation and offer of employment. Its all about acquiring more human resource as per requirement which can be met in different ways like open day recruitment, application through own website, from agencies on contractual basis, interview from campus and finally internal job posting (IJP). Every job offer should be incompliance with the rules and regulations. Some of the important rules and regulations are: Equal Pay Act (1970). Sex Discrimination Act (1975), Race Relations Act (1976), Disability Discrimination Act (1995), Employment Protection Act (1978). Tesco plc is one of the organizations in the UK that follows very strict procedure of recruitment with aware of various acts. Every different position has its own unique procedure. Most of the selection is done through online system like customer support agent and its immediate higher level appointments and so on. Before any direct interview the candidate is short listed by an online procedure by general aptitude test. Then those who pass the test are called for interview thereby saving time and energy from both sides. Direct application is also available in store which helps in the same way. For higher management positions, there are a few ways like appointing external agencies and direct reputed institutions and also through internal job posting. Once the right candidate is selected the next process is training where the potential of candidate is transformed with the help of available resource to convert them into standard employee. Generally there are two types of training available namely process training where the candidate is made aware of the process his/her duties. The second is on the job training. This is carried further once management feels that employee is able take his responsibilities. So every step is carefully studied and overlooked by HR department in order to ensure the efficiency. Every large scale organization provides training to their employees so does the Tesco plc. Tesco plc ensures that new employee is carefully nested into the organization. They provide training with a payment options and other facilities to the fulltime employees. Tesco plc always demands proficiency among its employees. It also carries out the different programmes like personality development and career advancement options available from time-to time in order boost their morale. Providing healthy work atmosphere is another challenge for the HR department. As we know the world is global village so we can see multicultural society and it is not easy for them to mix into the crowd that they may feel not welcoming. So the HR department duties to make sure these things are discussed and evaluated among the employees before they come on board. Personal Health and Safety is also important issues which needs to addressed by the HR department very cautiously. Better work environment encourage employees to perform their best and to provide better work atmosphere is another challenge for any organization. Tesco plc is aware of this fact. So it ensures that every single employee is aware of his/her rights within the organization. Tesco plc provides more opportunities like part-time and weekend jobs where most of the students are encouraged to work. Though it can be complicated but Tesco plc ensures that this is carried out carefully with the help of HR department. It is the responsibility of HR department to ensure that proper shifts are allocated and there is no confusion among the employee. So these are the reoccurring issues which HR team have to handle it with great care. Tesco plc prohibited the consumption of alcohol and other related products within the premises in order to ensure the safe working atmosphere. This reflects the capability and vision of Tesco plc to provide better work conditions for its employees. Assessing the effectiveness of the Tesco Approach In the era of globalization, every organization like Tesco plc must keep itself along with other organizations on being globally competitive. So employee involved in the organization must be competitive so that they can achieve competitive advantage. The analysis of HR management is based on the different activities carried out. The different activities of HRM that are going to be analysed here are recruitment, training and safety. Tesco plc is one of those organizations that thrive for customer satisfaction and retention. Providing the best prices to stop the customer going anywhere else is the main objective of Tesco plc. For this, Tesco needs to be aware of prices, quality of products, facilities and most important is customer service. For better customer service, the employees need to be trained time-to time. Not every employee joins the company with ample experience and customer skills. So they need to be developed from scratch for a few. Tesco plc is providing employment to stu dents and other part time employees which could help to regulate cost of production. This is vital factor since Tesco plc trying to reduce cost by introducing customer new low price products. It also encourages employee to work close to their homes in order to save the time which makes life easy for all. In addition to these, employees are allowed to opt for transfer that will help to keep loyal to the organization i.e. low labour turnover. Training employees reveals the involvement and dedication of any HR department of organization. Training is cost incurring process which is difficult to afford once it is not utilised economically. So the HR department has to be careful in providing the right training to the right candidate in the organization. As earlier discussed, training could be of two types i.e. process training and on the job training. The main components of Tesco plc training procedure are: Core skills programme fundamental training which helps to deal with customer. Winning in Europe- designed especially for countries other than UK. Excel programme- ranges from fundamental to manger training programme. Training procedure is carried out to perfection in the Tesco. Training with pay and training alongside senior experienced employees provide the best work atmosphere for the best performances. Tescos long-term strategy is to continue with training to employee and to integrate this into culture of the organization. So it always emphasis on staff training and to integrate this learning in the organization. So when employees are trained and showing a higher commitment to the organization which make them feel as part of the overall strategy. Finally, this leads employees feel valued and results a more committed workforce Safety at work is criteria that Tesco management insists to be accounted for in the best possible means. Disaster management and other safety training are provided to employee at no extra charges. This is the contribution that organization makes to the benefits of employees career, a certain advantage. Prohibition of intake of any alcohol related products or any form or drugs unless prescribed by doctor is another step taken by Tesco plc to ensure safety of fellow employee and the customer. Two HRM model For any organization to perform its task efficiently and achieve its common objectives, the people are the utmost important resources to the management. The two approaches have been developed namely hard approach and soft approach. There are two models of activity has developed which I would like discuss in relation to Tesco plc. They are as follows: Harvard model Michigan model The Harvard model was developed in the year 1984 by group of academics. This model is also referred as soft HRM which emphasizes on more human side. According to this model human are not only resources but also a human. There are four main HR policies which are very important in order to deal with people. Firstly there is employee-influence which is inclusive of power, delegation and responsibility with purpose and interest of management. The second is the element of human resources flow i.e. recruitment, selection, placement and promotion, job security, career advancement and termination of employment. The next is rewarding system such as pay and motivation like bonuses, insurances and flexible working hour. The reward should be always align with the overall organizational strategy. Finally work system which deals with the arrangements of people, information and technology i.e. right man in right job with depending upon the skills. (See appendix-2) The Michigan model was developed by Fombrun, Tichy and Devanna in the year 1984. This model is known as hard HRM which is focus on human resource which should be used and exploited fully in order to achieve organizational goals. Here people are treated as a means of achieving the organizations strategy. It also assumes that HRM will respond to the external and internal environment. Basically this model concentrates on managing human assets by motivating and rewarding them in order to achieve companys goal. (See appendix-3) The Harvard model emphasizes on human formulation with HR elements and is considered as the soft aspects of HRM. The soft aspect of HRM is related with human relation whereas the hard aspect is seen as emerging from the business strategy and policy. On the other hand, the Michigan model focused on the human resources strategies and structures in order to improve the companys performances. It considers human resources as key resource of the organization. These two models are the most commonly use HRM models in business today. Based upon the above analysis it can be concluded that the soft model is advisable to be practiced within the service sector while manufacturing sector would be better to use the Michigan model of HRM for increased production. Tesco and its Approach towards HRM Tescos approach towards its HR policies and practices demonstrated the both approaches i.e. soft and hard version of HRM. Tesco is continuously invest on human resources i.e. employees empowerment, participation of employee in management. Tesco also ensures that each employee has the opportunity to understand his or her individual role in contributing to the its core purpose and values which require commitment with an innovative induction programme. Tescos human-resources strategy revolves around work simplification, challenging unwritten rules, achieving steering-wheel targets. It also emphasise on higher level of training to all employees which results in higher commitment to the organization. This highlights the way in which Tescos business measures are closely linked to hard and soft version of HRM Critical analysis of HR performance at Tesco Analysis of performance of any process plays a key role in the development of any organization. As a result of this analysis, various HR plans and policies can be evaluated in order to find out the effectiveness i.e. drawbacks. Recruitment, training and development of employee calibre and also providing best working condition with suitable growth opportunities has been met with high standard. Apart from these, keeping track of the best performance of employee and providing them with opportunity for overall growth and retaining them has been carried out successfully. The analysis shows that the HR department has been performing to the required level of standard in the existing market. We can see the Tesco plc management style of recruitment is strong enough in order to maintain low cost with highly effective training which consists of senior employees as well. Tesco plc also have been using the external agencies to recruit the employees in order to ensures quality recruitment. Tesco p lc ensures the employee is recruited in lines with the national minimum wages or above minimum wages to pay. They also offer the job to those student who wants to work as a part time or weekends which would meet both i.e. organization and student goal. Every employee is aware of his/ her positions and duties to be carried on which is primary activity of HR department. A job description is handed out in order to make aware of task to be performed by each individual employee. The payment procedure is also responsibility of HR department and Tesco ensures that they follow the national minimum wages act. And also there is an alternative feature that is periodical increment in the payment and evaluation based on the performance. Safety of the employee is the prime concern for the HR of Tesco plc which is met with extreme cautiously. They are trained to help themselves in the event of any unfortunate incidents or accidents like fire or theft. This is all to ensure safety among the employee and establish morale. This kind of Tescos method really helps the individual learning preference. This further complicates the role of HRD, balancing organizational needs with the individuals expectations. Employees will vary from each other. So its HR duty to organize right people in right job and this will help to sustain competitive advantage. CONCLUSION The role of human resources in any organization is very crucial in order to achieve organizational goal. The study of Tescos HR policies has focused on level of training provided to all employees i.e. an effect in the bottom line which leads to more commitment among the employees. The study carried out on the different activities of a general HR department and that of Tescos explain that Tesco has been highly successful in implementing the suitable plan and programme. So this helped Tescos to increase their market share and retail units over the years which have been achieved partly through effective HR department although it is not sole factor in their path to success but it has certainly been a major factor of Tesco plc. APPENDICES Appendix-1 Human Resources Activities C:Usersshahi kingDesktophrm activities.gif Adapted: http://www.bized.co.uk Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image005.jpg Figure 1 Harvard model HRM cycle, source: Beer et al, 1984, it works on commitment, congruence, competence and cost effectiveness Appendix-2 http://www.africancentreforcommunity.com/Best%20Perspectives%20to%20human%20resource%20management%20by%20Arrey%20Mbongaya%20Ivo-Dateien/image007.jpg Figure.2 The Michigan model, source; Fombrun, Tichy Devanna, 1984. HRM cycle; selection, appraisal, rewards development increase organisational performance

Ebay Case Study Essay

1. Describe EBay’s culture using the six characteristics describes in the prescribed text book according to the Corporate culture Index. Organisation Culture can be defined as a system of shared beliefs and behaviours such as; the language they use in the organisation, values systems, feelings and attitudes among each other and the interaction and norms of the members in the organisation. This determines how the company, employees and management interact and proceed with business transactions. An organisation’s culture develops mostly over time (Luthans, 2005). This set of beliefs is build within an organisation to create a sense of relation to employees and sometimes also consumers, it can be said that corporate culture is symbolic and identifies the organization as self. Corporate/organisational culture helps the organisation to achieve goals in their own way. A set of 20 cultural factors was developed by Henry Miglione, termed â€Å"Corporate culture index† (Brown and Harvey, 2006) The corporate culture index was developed to measure an organisations culture. These cultural factors include the following characteristics: Member Identity: Can be defined as the extent to which an employee indentifies with of within the organisation, taking into consideration their job and field of profession. Team Emphasis: The degree to with employees is able to work together as a team rather than  focusing on individual responsibilities, tasks and activities. People Focus: This involves the extend to which employees are empowered within the organisation. Autonomy: This involves the degree of independent and coordinated operation of the different departments within an organisation. Control: How rules, regulations and direct supervision is used to control employee behaviour that leads to better performance, and to what extent. Risk Tolerance: The motivation and encouragement employees receive from the organisation to be more aggressive, innovative, challenging and risk seeking to improve performance and development within the organisation. Describing EBay’s corporate culture trough using the 6 characteristics mentioned above. Member Identity: The working environment is casual and informal. Employees know what is expected from them and what they need to do. They stay focused on their goals. With the casual and informal atmosphere employees are able to identify with the organisation easier as they feel at home. In the case study the organisational vision and mission is outlined ant this would make it easier for the employees to identify with the organisation if they know what their working towards or standing for. They feel comfortable in their working environment and this leads to a better sense of identifying with their working environment/organisation. Team Emphasis: Employees work every day, they understand that a daily contribution is necessary to reach the organisations goals, they even ‘shop talk’ in the tearoom. People Focus: EBay empower staff by making them brand executives that makes them brand orientated. Employees have freedom within the office to do their work in a casual and comfortable environment to enhance performance. Autonomy: The department or brand executive is responsible for the specific happenings in the department. Every department operates in a coordinated manner to assure threat every purchase is handled with the upmost importance. Whitman  is all about bottom line approach and performance. Control: Employees know what’s expected from them, the informal culture gives the employees a sense of comfort that can lead to better performance, although the approach is still corporate it stays comfortable. There is no stick control. Employees are left to do their jobs without direct supervision. Employees have a drive to do their jobs as expected from them. The departments do not depend on one another so they know they are responsible for the completion of their responsibilities or tasks. Risk Tolerance: No risks were mentioned but referring to the case study and the departments employees will have a sense of competitiveness within the organisation against the different departments. EBay developed a target of internet users that they wanted to reach by the end of 2005. Their goals are innovative and reachable. 2. Briefly explain the socialisation process. Socialisation is the process where a new employee within the organisation learns and develops the skills, social knowledge, behaviour, norms and values that’s acceptable in the organisation. This usually follows after the introduction or training phase after an employee has been appointed, it can also be called learning the ropes. During socialisation an employee becomes aware of what is important in the organisation, what the organisation stands for and how things are being done. (Luthans, 2005) The socialisation process explained: New employee expectations New employees that join the organisation need to become aware of all the organisational norms, values and procedures of operation within the organisation. During this phase they need to be able to recognise it. This phase is easier handled when the new employee receives a mentor to help him/her through this process. (Brown and Harvey, 2006) The more the new employee adapts and learns the new culture the more comfortable they feel. Encounter organisational culture A new employee needs to learn their work group, and establish a relationship between the different members of group or team they work in. The new employee should understand and identify the way of functioning among the team members this includes the norms and values that’s used in the group. During this phase the new employee will develop positive relationships among colleges as well as support networks within the team or group. (Luthans, 2005) Adjustment to cultural norms The employee needs to accept the organisations culture and adapt to it. Responses to socialism can be identified into three different groups; they can reject the values and norms of the organisation and become rebellious, the new employee can accept only a few of the values and norms and make peace with the rest in time or the new employee can accept all the values and norms of the organisation and fully adapt and adjust to the organisational culture, that will lead to a comfortable employment and working atmosphere for the new employee. Result When an organisations culture is developed in such a positive way the employees will improve production and performance. The organisations climate and culture are set in place to develop a mission and vision in the organisation. Employees should be allowed to adapt to the norms of adapt it as a whole for the advantage of the organisation. (Brown and Harvey, 2006) 3. Bibliography Brown, D.R. and Harvey, D. (2006) An Experiential Approach to Organisational Development. 7th ed. Upper Saddle River, New Jersey: Pearson Education Inc. Luthans, F. (2005) Organisational Culture, Socialisation and mentoring. In: Luthans, F. Organisational behaviour. 10th ed. Boston: McGraw Hill Irwin, pp. 30-55.

Why Everybody Is Talking About College Board Essay Samples and What You Have to Do

Why Everybody Is Talking About College Board Essay Samples and What You Have to Do Finding the Best College Board Essay Samples It might sound as a chore, and it'll certainly take a substantial sum of work. Nowadays you know which factors reflect the standard of your college paper. It is sometimes a big or little accomplishment provided that it means a lot to you. Learn more about the way the essay is scored. A lot of essays are doctored or written by other folks, she explained. The essay provides you with an opportunity to reveal how effectively it's possible to read and comprehend a passage and compose an essay analyzing the passage. Before you commence writing your college essay, you might need to see the essay examplesA that we've listed for you, so that you can have more idea on what things to put in the college essay which you will create. The Fundamentals of College Board Essay Samples You Will be Able to Learn From Beginning Immediately If you are searching for a t rustworthy academic writing company to assist you write a productive leadership essay, then you're at the appropriate place. It might be an experience, an individual, a bookanything that has had an effect on your life. A good deal of individuals feel overwhelmed with the idea of creating an eBook. Opt for a distinctive topic that others may not think of, and whatever you select, make certain you know a lot about it! Here, we'll offer you some vital methods and recommendations about how to compose a very good paper for college and go over all specifics of this kind of assignment. If you'll consist of details that could directly hit the requirements of the school, then it is simple to get the approvalA that you must be accepted for enrollment. Obviously, this list isn't exhaustive, these are only a few examples of the most well-known reasons students turn to writing services. They may require an outstanding bit of writing to have a scholarship for their senior year. A Startli ng Fact about College Board Essay Samples Uncovered It is simpler to finish an assignment whenever you are competent in the topic. Many applicants don't benefit from the essaythey choose the incorrect question, write about an inappropriate subject, or merely fail to gather a compelling essay. Therefore many remarkable details here. An excellent college essay introduction is essential to making your essay stand out, so there's a great deal of pressure to receive it exactly perfect. Bear in mind, you must create a great impression. Inside this essay, pick a time which you were able to obey experiences and perspectives contrary to yours with respect and maturity. These instances can cause rush decisions like writing a college essay immediately without reading the instructions that are made by the academic institution. Apart from having an exceptional SAT score, you would have to produce the ideal college essay. The college essay is among the main characteristics of your college application. Your college essay should contain information that are related to the instruction provided to you. Just because you've already written a college essay for a single university doesn't mean that it may also apply on your next applications. Now, utilizing a sample college essay isn't the exact same as plagiarism. Developing an amazing college essay are able to lose its purpose in the event the content of what you've written is not what the university is asking for. Replace a number of the cliched language. College Board Essay Samples Options These seven sample essays respond to a wide range of thought-provoking questions. College paper is a sort of academic assignment where you need to prepare a summary of a particular subject, analyze a selected topic and consistently express your ideas and arguments. As soon as you own a topic, it's best to make an outline of ideas. To accomplish this, brainstorm on topics which you are passionate about. You may just write about your extracurricular pursuits. Explain why you wish to attend that specific institution. Besides college loans, there's the stress of keeping up a GPA to put in the university which you dream about. Participating in such a massive study from begin to finish has validated my interest in academic research for a profession.

How the Study of Sociology Helps us to Understand...

Sociology allows us to understand how different groups of people act the way they do, and also brings us into their cultures, heritage and different backgrounds. This study also explains how culture plays a role in the way different groups act, and how it reflects on their society. There are many social issues that sociology explains, such as how larger social and historical forces effect the way the communities act and how individuals act. All of these topics stress how important sociology is today, and how much of a difference it makes in the understanding of different societies. In today?s society people are influenced by the way other people live, and the way people carry out their lives. Other people like to fallow†¦show more content†¦Many people in today?s societies also like to take examples of other people and apply them to their lives to better them selves. In doing this they live their lives to the fullest and not wishing they had done something different. Sociological imagination is a very important step in the study of sociology because if the imagination is understood it is easier to understand how a society fits in together. Its sort of like a culture in a way but people adapt an social imagination not inherit it like a culture. In today?s societies there are redundent amount of cultures. Some ways to describe culture is a way a group of people live, or the way they act, live, communicate, dress, types of food. All of this ties together as being part of a culture. Mostly people of the same race, nationality live together or in the same community so it?s not that hard to adapt to another persons style of living. People do this so that they can fit in easier and be part of a group so their social imagination is the same as another person. The study of sociology studies this aspect of a societies culture. The study finds out how a culture fits in to the society and how the society revolves around the culture. 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