HUMAN RESOURCE MANAGEMENT

Human Resource Management

Introduction1

Discussion2

Tesco2

Root Cause Of The Problem3

Impact Of Recession3

Issues Faced By Tesco3

Solutions To Issues Of Tesco4

Tesco According To HRM4

Tesco's Principal Risks and Uncertainties in the Recession Period5

Action Plan5

Investments In Incentives5

Clear Processes5

Arrangements For The Pension6

Matrix Structure6

Ways Influencing The Effectiveness Of Organisation Through HRM6

Commodity Concept6

Humanitarian Concept7

Employment Opportunities7

Effective Recruitment and Selection7

Effectiveness and Profitability7

People Management8

Motivation For Influencing The Effectiveness8

Reward System or Scheme9

Motivational Theory of Tesco10

Taylor's Motivational Theory10

The Mayo Effect11

Maslow and Herzberg Theory11

Maslow's Theory11

Herzberg's Theory12

Nature Of Corporate Culture And Its Development13

Culture13

Corporate Culture of Tesco13

Ways through Which Culture Develops14

Causes Of Conflict In An Organisation14

Conflicts14

Avoiding Mitigations16

HRM Problems Arising In Organisational Change16

Significant Changes at Tesco16

Implementing Change17

Major HRM Problems18

Methods Of Resolving Problems Of Organisational Change18

Conclusion19

Recommendations20

References21

Appendices24

Human Resource Management

Introduction

In an organisation, Human Resource management (HRM) is considered as the function that mainly focuses on recruitment, management, and providing of directions for the people who are working in the organisation. Essentially, the main assumption of HRM is that all employees are an individual whose needs and goals vary from one another.

Figure 01: Functions of HRM

In the functions of HRM, there are a number of activities that are involved, and the main among them relates to the human resources responsibility. Managing the compensation and benefits of employees, policies related to personnel and records of employees are all included in the activities of HRM. The basic focus of HRM is on performance rather focusing the policies and procedures in the written format. Though rational policies, the problems of employees are solved.

The organisation selected for the analysis is Tesco. Issues of human resource management (HRM) have always been in the in the glare of publicity when achieving the goals and objectives of super markets. HRM problem that are adversely affecting the effectiveness of Tesco is the retention and motivation of employees in the recession time. It was a very serious problem for the company to retain and motivate its employees during the economic down turn. For the growth of a company like Tesco, investing in people has been a significant factor in a downturn period.

Discussion

Tesco

In UK, Tesco is the largest retailer and in terms of revenues it is the world's third biggest retailer. It was founded in 1919 by Jack Cohen (ww.tescoplc.com). It has operations in 14 countries all around the world. There are many milestone factors behind the Tesco's worldwide success. In order to maintain its position in the market, there are many strategies that Tesco has adopted for retraining its employees and maintaining its position in the market at the time of recession and economic decline. Among all the other strategies tailored by Tesco, one of the most effective strategies it utilizes is in its management of human resources.

The strategy relates to motivating and retaining its employees, and it is the main aim or emphasis of this essay. Being on top of the retail company, Tesco ensures that, it has been following the criteria which stipulate that, Tesco has the right number of people working in the right jobs and at the very right ...