Strategic Human Resource Management

Outsourcing in Strategic Human Resource Management

Outsourcing in Strategic Human Resource Management

Introduction

The question raised in this study is concerned about the process of outsourcing in the strategic human resource management. Most of the companies who do not have the resources or the capabilities to handle the hr functions outsource their human resource activities. These human resource activities include different functions of human resource, which further involve different factors that are vital for the strategic human resource management.

The study is focused on the strategic human resource management at Tesco which revolves around challenging unwritten rules, rolling out key skills to all head office employees, work simplification and the performance management that is linked to achieving targets that are identified earlier. This places interest on the path in which Tesco's business measures are closely linked to the performance management. The concept of strategic human resource management is based on the important part of the human resource management philosophy that emphasizes the strategic nature of HRM and the need to integrate HR strategy with the business strategy that also involves the process of outsourcing.

The popular question among several researchers is that whether strategic human resource management, to work effectively, cannot include strategies involving the outsourcing of the HR functions. And the answer to this question is that it is right to disagree with the above statement because outsourcing is considered as the key part in the development of the human resource processes of an organization which increases the efficiency and the productivity of an organization.

Discussion

Tesco's SHRM policy

The SHRM strategy at Tesco's revolves around challenging unwritten rules, performance management, work simplification and rolling out core skills to all head office employees and associated with attaining steering wheel targets. This shows the way in which the Tesco's activities relate to the business events are directly associated to the performance management system.

Tesco ensures that each and every employee has the opportunity to understand his or her individual role in contributing to the Tesco core purpose and values. This requires an innovative induction program that caters for different cultures, styles of learning and varying commitments to the job. The frontline employees are considered the ultimate reflection of Tesco to its customers, but all employees have a very important role to play in turning core values and customer commitment into reality on a daily basis. (Guest, 1999, pp. 45-87)

A most important Tesco's task is to make sure that all of the employees, wherever they work, are aware of the role they play and that they can clearly see how their actions affect the “big picture” of the overall business. The training makes a graphical passage through the history of Tesco. The key its core values, financial aims, purpose, marketing strategy business goals, and operations and its dedication to customers. All of the employees are getting more guidance than before. A SHRM make the strategy of the business that has assisted Tesco to get the lead over its rivals in the fiercely competitive United ...