Importance of Strategic Human Resource Management in Tesco

Importance of strategical Human alternative worry in TescoThe blood that I restrain chosen to study as constituent of this assignment is TESCO. TESCO is a public limited follow, which is very victorious and renowned in all everywhere the world. I am continuously interested virtually TESCO and do my shopping very regularly from there. So I chosen to do my study about this particular credit line and it bequeath help me to get information quite tellingly and expeditiously than all other organisation or business.DefinitionHuman imagery counseling is the organisational occasion which is foc enforced on recruitment, management, and providing mission for the employees of an presidential term.Strategic piece mental imagery management is linking of clement preferences with objectives and strategical goal in invest to develop business culture and cognitive emergence with flexibly, innovative.In an organisation SHRM elbow room involving the HR function and implemen ting companys strategies by dint of recruiting, selecting, breeding and satisfying personnel.1.1Importance of strategic gentlemans gentlemanitys choice management TESCOStrategic benignant resource management is a part of Human resource management.SHRM foc uptakes on human resource programs with tenacious-term objectives. rather than cogitateing on internal issues of HR, its focus on addressing and solving problems what effect people management related issues in the foresightful run globally. So the primary goal of strategic human resources is to enlarge employee expertnesss by focusing on business problems that happens outside of human resources. The actions that demand to be taken at first for a strategic human resource manager is to key out key HR beas ,where strategies give be implemented in the future to improve employees productivity, motivation and skill.Human alternative Management professionals ar facing with some issues much(prenominal) as military oper ation management, employee confederation, human resource flow , reward musical arrangements and high commitment incline systems in the context of globalization. These argon some of the major issues that HR professionals and top off management involved in SHRM that implemented in the first ten of the 21st centuryInternationalization of market integration.Signifi burnt technological change. newborn concepts of general management.Cross-cultural factorsThe economic trend transferring from developed to underdeveloped countries in the world.SHRM also reflects some of the contemporary challenges faced by Human imagery Management. Such as aligning HR with core business outline, demographic trends on employment and the labour market, integrating soft skills in HRD and in the end Knowledge Management.ReferencesArmstrong, M (ed.) 192a) Strategies for Human imagery Management A do Business Approach. LondonKogan PageBeer, M and Spector,B (eds) (1985) Readings in Human option Managem ent. New York Free PressBoxall, P (1992) Strategic Human imagery Management Beginnings of a New Theoretical Sophistication? Human resourcefulness Management Journal, Vol.2 No.3 Spring.Fombrun, C.J., Tichy, N,M, and Devanna, M.A. (1984) Strategic Human Resource Management. New YorkWileyMintzberg, H, Quinn, J B, Ghoshal, S (198) The Strategy Process, Prentice Hall.Truss, C and Gratton, L (1994) Strategic Human Resource Management A Conceptual Approach, International Journal of Human Resource Management, Vol.5 No.31.2-The mathematical function of strategic human resource management in TESCOThe exercise of SHRM is to stimulate interest in the field of Human Resources by inviting HR professionals to speak about different aspects of their line of credit and other HR issues. SHRM was created to tender assistance for phylogenesis of its members, to provide leadership opportunities, and establish and support standards of excellence in Human Resource Management.SHRM aims to provide a sense of addression in an often turbulent environment so that organisational and business needs sewer be translated into coherent and practical policies and programmes. SHRM should provide guidelines for palmy action, and the ultimate test of the reality of strategic HRM is the extent to which it has stimulated such action.There is an overall corporate purpose and that the human resource dimensions of that purpose be evident.A process of developing outline within the face exists and is understood, and that there is explicit consideration of human resource dimensions.The organization at all levels establishes responsibility and accountability for human resource management.It includes the responsibility to identify and interact in the social, political, technological and economic environments in which the organization is and get out be doing business.The need for a ConceptMuch of the literature provides try out that strategic integration is not well developed and advances rea sons why to deliver the goods it would be beneficial to organizations. Organisation advocated an sum up in the in set apart of human resource considerations at strategic planning, an attitude of treating employees as assets, more participation and involvement for employees, effective and open communications, less rule-oriented policies and practices, better dressing and life story information opportunities, reward and recognition tied to execution.1.3Contribution of SHRM to the winment of TESCOs objectivesStrategic HRM typically helps to reach strategic goals in many ways. The main aspect of using strategic lift is coincidence of all the levels of the organization with the organizational goals. The strategic prelude to HRM pass on lead to development of policies that align with the organizational strategies. The discordant HR policies volition try to reward positive behaviors which ar essential to succeed organizational strategy. The HRM functions help to achieve corporate goals standardised growth or enlargement by recruiting people, prep and orienting them, and put them in new job assignments. The growth plans of any organization allow for require employees and recruitment is the only when function which ensures that people with requisite skill sets are acquired. The retention strategy used by the company can lead to differentiation by retaining best of the talent force. Retaining best of the employees bequeath lead to quality work, higher(prenominal) might, guest satisfaction, etc. The strategic uprise when taken helps makeance management as there go out be measurement of be parameters which affects the organization as whole. It also ensures that correct feedback is obtained so that measures are taken to bring above the onward motion. The other practices akin performance appraisal helps to assess employee performance and using suitable reward system the company can channelize employees efforts to achieve organizational obj ectives. The training and development function ensures that the employees have the skill sets unavoidable to perform their tasks. The training programs are organized to train the employees for specific skills which will help them to achieve required goals. The strategic approach will help in developing effective training programs. Due to this the organization is benefited as there will be proper utilization of financial resources available for training and development function. The training and development function also supports the growth of the organization finished public life development of employees.It will be interesting to see how companies have benefited through HRM practices. Take the example of Tesco which is UKs biggest supermarket. It has more than 240000 employees and has seen consistent profits over the years. The company over the years has used participative management which has helped the organization as a whole. The company do use of the competitive A company or an organization is an entity where two or more people come unitedly to achieve specific goals. The basic aim of any organization is to receive profits. There is always a talk on ways by which a company can earn profits continuously. In this context the word strategy is often heard. It is also give tongue to that proper alignment of strategy with all the processes is extremely beta. In the present essay I would like to focus on how strategies help to achieve competitive favour. I have also tried to evaluate the effect of linking strategy to human resource management to improve employee performance. I have found that properly aligning organizational goals with different processes helps the flying to achieve competitive advantage. It can also be seen through many examples how strategy linked to HR practices helps to improve performance of employees.An organization is always in dilemma regarding use of financial, technological and human resources. According Porter (1985) an orga nization must use resources which are valuable, inimitable and rare. In this context there has been a open frame in focus from financial aspect to human resources. An organization is said to have sustained competitive advantage when the strategies applied by it are not applied by any of its competitors and are hard to implement. forthwith it is unavoidable to understand what strategy is? And which aspect of strategy gives importance to human resources? Strategy can be outlined as plans and methods deployed by a company to achieve competitive advantage and operate profitably. It is related to the long term plans of the company. The resource base view of strategy sees it as a way to create opportunities using the organizations internal resources and competences (Johnson, Scholes, Whittington, 2005). According to this theory employees are considered as resource with knowledge, skills and experience present with them as the core of organizational performance. Now, human resource man agement (HRM) is the branch of management which deals with managing employees in an organization and using their knowledge to gather effectiveness. The resource based view looks employees as valuable resource, which is rare, their knowledge is hard to imitate, which provides organization to get competitive advantage (Pfeffer, 1994). Strategic human resource management can be defined as predetermined steps of human resource development activities undertaken to achieve organizational goals (Jackson, Schuler, 2003). The strategic approach makes it necessary for organizations to focus on service of Human resource capability (Hhelps the organization to improve itscompetitive placement by amend human skills, knowledge and experience. The strategic approach to various human resource practices like staffing, performance management, training and development, career planning, etc helps in improvement of human resource capabilities.Beer et al. (1984) stated that with rapidly change in env ironment the makes it essential to take strategic approach to human resource function. Strategic HRM can therefore be considered as overall process related to long term human resource issues which are part of strategic management of the firm. The SHRM approach need that the HR function of the firm must set new priorities which are more business and strategic oriented. These priorities have less orientation towards traditional HR practices like staffing, performance management and training. There is more emphasis laid on improvement of organization structure, quality, values, culture and performance of employees which are the pillars of an organization. The traditional HRM focused more on physical skills. It was more of functional nature and there was banding of concern of individual efforts. It gave more importance to tasks and there was less focus on people. The strategic HRM focus on overall contribution and efficiency of firm (Chang Huang, 2005). It promotes innovation, creativ e behavior and cross function integration. This approach helps to arrive employee behavior that focuses on core business priorities. This in turn helps to force back the growth, profits and market value of the firm. The strategic HRM approach systematically brings about coordination of all HRM measures and implements it, so that it influences employee attitude and behavior which helps a business to gain competitive strategy. There is need for proper strategic human resource planning as it helps not only to retain the talent necessary to achieve organization goals but it also helps in penetration of strategy at all level of an organization. Proper strategic human resource planning helps an organization to find the gap surrounded by current status of a company and desired future position. It helps to stimulate creative persuasion and promotes proactive behavior. It helps to identify causes of the problems and opportunities present.Now let us examine these aspects in more details. For any company its employees are the major assets. So as suggested by Hertzberg (1959) in his two factors theory, the hygiene and motivating factors should be made available to them so that it results in satisfaction of employees. These factors include good on the job(p) conditions, status, rewards, incentives, communication, workculture, etc. So if the hygiene and motivating factors are provided the employees will be satisfied and they will work plentifully. The question is how strategic approach to HRM helps to achieve competitive advantage? Strategic HRM typically helps to achieve strategic goals in many ways. The main aspect of using strategic approach is alignment of all the levels of the organization with the organizational goals. The strategic approach to HRM will lead to development of policies that align with the organizational strategies. The various HR policies will try to reward positive behaviors which are essential to achieve organizational strategy. The HRM functio ns help to achieve corporate goals like growth or expansion by recruiting people, training and orienting them, and put them in new job assignments. The growth plans of any organization will require employees and recruitment is the only function which ensures that people with required skill sets are acquired. The retention strategy used by the company can lead to differentiation by retaining best of the talent force. Retaining best of the employees will lead to quality work, higher efficiency, customer satisfaction, etc. According to Jain (2005) the organizations which have ability to puff and retain employees which have skills to achieve the organizational goals gets sustainable competitive advantage. The strategic approach when taken helps performance management as there will be measurement of correct parameters which affects the organization as whole. It also ensures that correct feedback is obtained so that measures are taken to bring above the improvement. The other practices l ike performance appraisal helps to assess employee performance and using suitable reward system the company can channelize employees efforts to achieve organizational objectives. The training and development function ensures that the employees have the skill sets required to perform their tasks. The training programs are organized to train the employees for specific skills which will help them to achieve required goals. The strategic approach will help in developing effective training programs. Due to this the organization is benefited as there will be proper utilization of financial resources available for training and development function. The training and development function also supports the growth of the organization through career development of employees.It will be interesting to see how companies have benefited through HRM practices. Take the example of Tesco which is UKs biggest supermarket. It has more than 240000 employees and has seen consistent profits over the years. The company over the years has used participative management which has helped the organization as a whole. The company made use of thesituation by improving the way in which they interact with the customers. Tesco used continuous innovation, welfare management, customer relation in conjunction with HRM strategies to gain respectable position in UK retail industry. It treats employees as champions and involves them in decision making. It has also resulted in increase in employee satisfaction, efficiency, high work morale, motivation and greater acceptance to any change. Total development of all the employees within the organization is the main faculty of Tesco. It constantly focuses on effective implementation and utilization of HR strategies, which has helped it to perform well in the market. For Tesco the HR policies go along with marketing strategies which are then placed into operation. The participative management practices have helped in improvement of the employees as well as the whole company. These have made them to achieve required performance through employee engagement. It has used distinct employee management practices which have helped it to achieve competitive advantage (Strategic HRM TESCO, n.d).The strategic HR practices help to produce competencies that identify products and service and thereby create competitiveness. The strategic approach is also important as in many cases the human resource is in direct contact with the customer.Finally to conclude it can be observed that HRM function manages various functions like human capital skills, work culture, employee commitment, teamwork, productivity, etc. which is plausibly to be source of sustained competitive advantage for any TESCO. The human resources are extremely important in a company from pay to sales to customer service. There is a significant relation between satisfied employees and customer satisfaction. It is therefore necessary for managers and supervisors to ensure that employee s are motivated, productive and enthusiastic.