Human Resource Management of Tesco

Human Resource Management of Tesco

Human Resource Management of Tesco

Every organization has a complicated duty of managing human as a resource. There is no machine that can be able to act in the position of a human being in the good use of available resources. In the current competitive market, Tesco as a company also has a human resource department which helps a lot in the achievement of its goals and objectives. The department does not work alone but works in conjunction with other human resource components. These components include employee relations, and reward and performance management among others.

Human Resource Management of Tesco

The HR Management has various activities some of these are, recruitment talent analysis, provision of good working environment, strict observance of rules and regulations , retaining of employers who have good performance as well as equal treatment of employees (Anonymous 2003).

The HR department carries out recruitment which involves steps that are followed (Armstrong, 2005). For instance, there is a call for application after which a criteria is utilized to shortlist those to be interviewed. After the interview, there is a negotiation of salary to be given and finally job allocation for the qualified. After recruitment, the candidates are taken through a series of training especially by use of available resources so as to end up coming up with quality employees. The company uses two kinds of training one is process training in which the employee is made aware of his or her duties as well as the all process of the work. The second category is the on the job training. In this category an employee is given after the first criteria of process training. The new employee is then inducted into the job by the most experienced in the job. Tesco understands the relationship between good quality products as well as affordable prices; it therefore trains its employees perfectly. The components of Tesco's training procedure involve:

(i) Core skill program- this is a basic training meant to equip the employees on knowledge of handling customers.

(ii) Winning in Europe- this is training in Tesco Company that aims at reaching out to other countries outside the United Kingdom.

(iii)Excel program- this category of training addresses all the kinds of training given from basic to the managerial training program.

The training given at Tesco is accompanied with pay especially to those who perform well and this leads to effective performance at the end of the training.

For good employee relations the company also encourages its workers to work near their homes thus cut down on time wastage due to transit. The company also gives their employees freedom of transfer thus encouraging employee retention than frequent recruits of new employees (Anonymous 2003). There is use of shift to promote unity in the company as well as exchange of ideas. As a result of a multicultural society, the HR department also works towards creation of a healthy work environment. Tesco works towards this by ensuring that every employee knows his or her rights in the organization. To promote healthy environment both for the customers as well as the employees, Tesco prohibits alcohol and other products in the same category. It also trains its employees on disaster management so as to improve safety in the premises. Such disaster management includes control of fire outbreak or in case of burglary.

Human as a resource is looked into through models in order to achieve the business goals of Tesco. There are no people who are identical in behavior or personality and therefore it calls for approaches to be able to bring harmony in the company. Tesco has committed itself to use commitment based model which does not force employees to meet frameworks. Achievement of goals is looked at as possible through respect, coordination as well as self-control. In this model still, psychological approach to employees is emphasized. This calls for motivation and reinforcement in order to achieve the objectives of Tesco management. Employee opinions are taken into consideration and are normally used even during problem solving process. This model taken by Tesco puts the employee on the fore front so as to ensure that they are satisfied and can be motivated to work. The complains that are normally raised by the employees are taken into consideration as well as their suggestions thus promotion of healthy working environment.

Payment procedure is the task of the HR department in Tesco Company. It pays its employees as per the national minimum wage act requirement. It also motivates its employees through pay increment after a thorough procedural evaluation has been done in the work place. Promotion is also another aspect of motivation in the company. (123helpme.com 2009).

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