HRM and Organisational Cultural Change

By

ACKNOWLEDGEMENT

I am very grateful to God who has given me the grace to start this course and end it successfully. I would like to thank my family especially my dad, who worked really hard and stood by me all the way. God bless my family who gave me full support and encouraged me. I would like to thank my supervisor, for having patience and support. Finally to my friends and all who have made the completion of this project a success, thank you and God bless you.

DECLARATION

I declare that the work in this dissertation was carried out by me. The project is my own original work and has not been submitted elsewhere in fulfilment of the requirements of this or any other award.

SIGNED: ............................................................. DATE: ..........................

TABLE OF CONTENTS

ACKNOWLEDGEMENTii

DECLARATIONiii

CHAPTER 1: INTRODUCTION1

1.1 Overview of the topic1

1.2 Aim of the Research2

1.3 Research Questions2

1.4 Rationale of the study3

CHAPTER 2: LITERATURE REVIEW4

2.1 Background of the HRM4

2.3 Devolution of Human Resource Management5

2.4 Human Resource Management Practices7

2.5 The role of communication in HRM8

2.6 The importance of empowerment in HRM9

2.7 The value of Organisational Performance for many organisations10

2.8 The role of theories of motivation for HRM policies11

2.9 Organisational Culture13

CHAPTER 3: METHODOLOGY16

3.1 Introduction16

3.2 Research Design16

3.3 Population and Sample17

3.4 Instruments for Data Collection18

3.5 Detailed description of the techniques employed for the collection of data18

3.6 Validity and Reliability20

3.7 Ethical Concerns20

REFERENCES21

APPENDIX27

CHAPTER 1: INTRODUCTION

1.1 Overview of the topic

Today many organisations are under pressure to improve performance. Organisations are experiencing massive changes in the demands for products and services they provide. This has increased the need for organisations to not only improve the way they deliver services, but also to examine their practices, organisational mission and goals, performance objectives, and performance measures. Thus, there is a new emphasis on the human factors associated with organisational goals and performance. The effective management of people within the organisation is important to the organisation's efficiency and effectiveness. The researcher known as Boyne in 2003 argued that public service improvement depends on better management, including a focus on leadership and human resource management (HRM) practices. He maintained the focus on regulations and organisational structure limits the progress of today's public organisations. HRM consists of all the tasks involved in ensuring the effective and efficient use of the people inside the organisation to meet an organisation's goals and objectives. The process of effective management of people means cultivating effective work environments, fostering employee participation and contribution to the organisation's success.

In this topic, the main role is to identify HRM practices and the overall organisational culture of Tesco Company. Tesco is a UK based retail chain that has successful operations throughout the whole country and they even have their presence in the international markets. Tesco has been performing its services in an excellent way for the past several years and the future prospects for this company is also quite high in the future. They are the market leader in the retail industry and they have done very well among the ...