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, 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: ..........................

ABSTRACT

The task in this dissertation was to examine the role of HRM and the impact of Organisational Culture Change on Tesco Corporation. It has been seen in the past that Tesco has always maintained its HRM Policies very well and the overall environment of the company has been satisfactory as well. Though, with the passage of time, it was essential to see the changes that have taken place in terms of HR policies and Organisational Culture Change. This is the reason why the questionnaire was given to the several employees in order to obtain responses from them on Organisational Culture Change. The interviews were also conducted with the employees to obtain further information about the overall HRM practices conducted at Tesco Corporation. It was seen from the findings that employees reported a positive response for the HRM organisational cultural change at Tesco Corporation. Therefore, these were the overall results of the entire study.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

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

2.2 Connection of HR Practices and Organisational Culture4

2.3 Devolution of Human Resource Management5

2.4 Human Resource Management Practices6

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 policies10

2.9 Organisational Culture11

CHAPTER 3: METHODOLOGY14

3.1 Introduction14

3.2 Research Design14

3.3 Population and Sample15

3.4 Instruments for Data Collection16

3.5 Detailed description of the techniques employed for the collection of data16

3.6 Validity and Reliability18

3.7 Ethical Concerns18

CHAPTER 4: DISCUSSION AND ANALYSIS19

4.1 Overview of the Analysis Section19

4.2 Data Analysis of the study19

4.3 Information extracted from Case Study21

4.4 Findings from the collection of data23

4.5 Presentation of Findings24

4.6 Findings from the Interview28

CHAPTER 5: CONCLUSION41

5.1 Overall Summary of the Dissertation41

5.2 Limitations of the Research42

5.3 Future Recommendations42

REFERENCES43

APPENDIX49

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 ...