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A case study of Tesco PLC based on Human Resource Management

A case study of Tesco PLC based on Human Resource Management


First of all, I would like to thank my supervisors for their guidance from the beginning of the research, and I am so grateful to others who helm one with their best efforts to collect my essential required information. Special thanks to those who supported me with their physical efforts by giving them valuable time for an interview. And finally, I appreciate all of my friends, near and dear ones and other participants who devoted their momentous time to conducting my research.


Chapter 1: Introduction
1.1 Research Title

A case study of Tesco PLC based on Human Resource Management

1.2 Rationale 

As competition in today’s business world is in crea over time, Human Resource Management has become a subject matter of organisation nation that develops, guides, and trains its employees (Beardwell and Claydon, 2013). It also is a consistent link between personal goals and overall organisational objectives, resulting in efficiently achieving the organisational goals. So, our research on HRM will be more effective for organisations gaining competitive advantages over relevant competitors.

1.3 Significance of Research

Human Resource Management is an accumulative process mainly concerned with employee performance management organisation nation (Bondarouk, RuëlLouiseooise, 2015). In the present business world, the competition is gradually increasing day by day, resulting in creating a difficult situation for every firm to make their position stable in such a competitive environment. Here HRM is the crucial aspect of a firm that helps gain competitive advantages over the relevant competitors’ business arena by emphasising organisational productivity (Brewster, 2014).

1.4 Aim

Employee management combines several activities, including employee recruitment, employee training, performance appraisal, employee benefits design, that help increase employee commitment and employee engagement withiorganisationation (Cartin, 2014). In an organisation action, HRM mainly focuses on strategic initiatives, organisational productivity, talent management, product quality, employee relation, employee discipline that inc management’s speed event by creating a stable position for organisation action in the market over the competitors (Dessler, 2015). So, this research aims to identify the roles HRM plays within organisation action. 

1.5 Objectives

As Human Resource Management directly relates the d to the overall employee management of organisations, its objective is to ensure the employees’ maximum useoyees by designing a proper communication system (Dodgson, 2015). HRM mainly focuses on employee performance, the employee performance management practices giving feedback to the employees hate about the positive and negative sides of their performance. The list of objectives of this research is:

  1. To understand how performance appraisal can play an essential role in incrorganisationalional productivity.
  2. The workforces utilised to accelerate the achievement of organisational goals (Evaluation of management training, 2015).
  3. To create a consistent relationship between individual objectives and organisational goals.
  4. Knowing organisational policy and environment influences employee performance.
  5. To provide a recommendation on how the HRM process can be developed.
1.6 Research Question(s) or Hypothesis

The questions this study has addressed study are listed below:

  • How HRM policies and practices can affect organisational performance?
  • How does an HRM organisation gain competitive advantages over the relevant competitors?
  • How employee engagement and commitment can be increased three ough the Strategic HRM process?


Chapter 2: Literature Review
2.1 Introduction

This research has been conducted mainly on the Tesco PLC Company (Harzing and Ruysseveldt, 2015). In this research, the main focus has been given the employee performance management related to its HRM process. As the competitors are increasing in the market day by day, every business emphasises everything around its internal and external components. In this case, proper Human Resource Management can plaessentialrtant role in developing a business organisation’s internal structure. Human Resource Manager Helps help organisational personnel identify their strength, and Wakanda helps rectify their lacking, and they give the best effort to the companies. The whole HRM process is continued mainly through some pr, including employee training, performance review, the providing instant feedback and other activities that flouorganisationalional development. Human Resource Management is a significant tour of the overall business strategies that help in a successful way maximising sizing human resources (HRM Quantitative lives: Decision Tree and Vector Analysis in HRM Theory, 2014). Not only for the organisation nation, but HRM is also crucial for the employee too as it boosts up the employee career development. So, this research based on the HRM process on Tesco PLC will help determine the nature of the HRM process. 

2.2 Body

As the literature reports the information gathered in the literature in the cleared area of study, we have tried to generate the pool of information in our selected area of a study named Human Resource Management strategies of Tesco PLC Company (Hurmelinna-Laukkanen and Gomes, 2013). It will provide a theoretical overview on the nature of the research study because HRM is mainly a practical part of the organisation analysing zing whole HRM, we need to a give concentration of four momentous, steps and these are explained below with a diagram:


Figure: Literature Review analysis (Leonard and Gonzalez-Perez, 2015)

Problem Formation: The research is mainly based on the Human Resource Management of the Tesco PLC Company. This Comprimarilyainly focuses on customer satisfaction because its profitability mostly depends on the daily consumers. They purchase goods (Meijerink, Bondarouk and Lepak, 2015) as our torcs are HRM practices and policies, our main components of concentration in employee training, development, performance appraisals, employee compensation retention etc.

Literature Search:  In this step, we have mainly used different efforts like questionnaire, flowchart, and employee performance sheet face to face conversation to gather the company’s information. Besides this, we have used secondary data of Tesco PLC gathered from different sources like magazines, newspaper, annual report, company meeting etc. that has helped us conduct this research.

Data evaluation: Data evaluation means analyses of data, mainly employee performance related because our research is the t of Human Resource Management (Palmer, 2015). Though we have collected data using different search instruments, primary data has also been collected directly from Tesco PLC Company that accelerates our research operation.

Analysis and Interpretation: Analyzing the data, we have found out that HRM policies and practices are considered significant because almost 90% of companies’ profitability may depend on efficient HRM practices (Parry and Tyson, 2014). So, in our findings, every corporation has a manifest HR practice to make its activities more dynamic. 

This describes the overall literature review of our research based on the Human Resource Management of Tesco PLC Company.

2.3 Conclusion

The main objective of this paper is to identify innovation in HRM practices of organisation nations. The literature review of the research paper provides us with some indications about how companies add excellence in their operating activities through expert HRM and fair strategies. Due to the lack of adequate samples, it has become too pains-tar to draw a feasible conclusion. But our fund has mainly highlighted the strategies Tesco follows to enrich their whole HRM policies. As Tesco is a retail co company, its primary target market is the consumers of all classes who buy recession daily. We have rendered our best effort to complete research by considering every policy and strategy the company follows (Schumann, 2015). As our report is mainly based on the HRM pr, process it primarily focuses on some specific aspects related to the HRM of Tesco company including recognition of the significance of training, employee selection, training and development, performance appraise performance-based based pay system and other policies that facilitate innovation in manufacturing and non-manufacturing environment. Our research is based primarily on the sample. It has become so strenuous for us to conduct a study, instruments included in Human Resource Management.


Chapter 3: Methodology
3.1 Research Methods Analysing

Using this research, systematic and other theoretical analysis are applied in this study about the Human Resource management of Tesco PLC Company (Tante Emma Strategic Begin, 2016). The primary main purpose of the HRM analysis is to provide proper and correct dire action and information to the HR man. Agers HR knowledge is vitally required to operate organisational personnel. As a retail company, Tesco Maintain Stain seven levels of employees and train those sequentially according to the levels because their main focus is to cran intense strong concentration in the customers’ mind (Townsend and Wilkinson, 2014). The significant aspects of Tesco’s HRM process area are that they always use motivational tools to maximise customer satisfaction, ultimately resulting in customer satisfaction as the company is customer-oriented. 

3.2 Research Instruments

Research instruments include rating scales, flowcharts, tests, self-checklists, project devices questionnaires, etc., which are mainly used to collect relevant information to conduct the research properly (Tracey, 2015). In conducting this study, we have used an attitudes scan questionnaire primarily and a performance checklist as this research is mainly related to the organisational lionel HRM process. These research instruments have helped us create a pool of information about the HRM process of the company about how they recruit, select, train and develop the overall performance of organisational lionel personnel and how their performance appraisal procedures are conducted (Vanhala and Dietz, 2015). So, it can be said that this research will help another HR manager ager by providing imperative agent information about the whole HRM process.

3.3 Sampling

As research on HRM is qualitative, the main concentration has been given on Human Resource Management’s particular criterion’s weakness and strength. Different sampling types can be used, including systematic sampling, random sampling, cluster sampling, etc. samples are biased in other variables. This study is mainly unbiased to any variables related to any vital information required to conduct an instrument research study (Wheelen and Hunger, 2016). In collecting data, the observer needs to pay deep concentration to gather unbiased data because unfair data can smash the whole research’s objectives. In this study, we have used the natural, event fair data about the HRM of the Tesco Company that has helped us to conduct a detailed cited research. So, it can be said that such a study will befriend an HR manager to move organisational activities efficiently.

3.4 Ethical Issues

Ethical issues mean a situation or problem that requires choosing the best alternatives properly that doesn’t interfere with others’ benefits (Beardwell and Claydon, 2013). While conducting the research practising icing ethical behaviour can make the study more constituent former managers related to Human Resource, the data has been collected using different instruments like individual rating, flowchart, questionnaire, etc. It is arduous to carry on with ethics at each information collection level (Bondarouk, RuëlLouiseooise, 2015). But at the same time, it should also be kept in concentration that, single unfair issue in the whole pool of information can be encouraged to eradicate the poor complete entire study so while conducting a survey of day on the Human Resource Management of Tesco PLC moral principles are needed make take any decisions related to operating the partisan manner.

 3.5 Data Analysis and Interpretation

Any research base the HRM requires plenty of data to provide a coherent output. Systematic analysis of data can be more effective to make a clear understanding of the research. In Tesco PLC, employees have been classified into seven l levels, and employees’ level is trained up according to dual weakness (Brewster, 2014). For this, they first identify the employees’ shortcomings and then create an order of training program in which the employees can overcome their weakness through craftsmanship and efficient training. This nurturing process helps employees with the results of their skill sets in the multiplication of organisational lionel productivity.


Chapter 4: Findings and Discussion
 4.1 Research Limitations

In conducting our research, we have found that the potential impacts of HR practices in Tesco PLC can be noticed by the human solid human Resource Management department, which has good leadership quality to differentiate between reliable, strong performance and weak performance of the employees (Cartin, 2014). This retail company considers that employee engagement with motivation can be possible through consistent Human Resource policies. Talent management is the core area in the domain of HR expertise. Systematically managing the workforce can take a potential role in the HR functions of the Tesco Company. In this company, the content of the Human Resource Practices, directly and indirectly, affect the shape of the organisation and the employee performance or outcome.

The data collected from the Tesco Company through different research instruments indicates that the company’s HR department is conscious of organisational goals and can identify the employee performance that affects corporation objectives (Dessler, 015). But in this research on Human Resource Management of Tesco PLC, the HR department sometimes ignores the basic human resource strategy instead of chosen policies and practices of the organic. It creates a big gap between procedure and modified policies. Here we have found fundamental basic ideologies in the HRM process that increase commitment, employee engagement among the employees, and more professionals. Besides, they also follow some basic dimensions of organizing and managing their employees. In that company, 90% of the total employees have noted that they understand the whole HRM process that provides them with a clear view about how this process affects the employee outcome (Dodgson, 2015). In conducting this report, we have found out that HRM policy can not solely affect the oveorganisationalional performance of an organisation nation; instead, HR strategies affect other factors, including employee skills, behaviour, attitudes,  employee ethics etc. As the efficiency of the HRM policies of Tesco PLC largely depends on the organisational cultures and environment, managerial procedures should be decentralised and expertise oriented. A list of significant finding regarding this research is given below:

  • It should ensure the alignment of employee goals with overall organisational objectives because if the individual target is fulfilled, organisational goals can be achieved easily (Evaluation of management training, 2015).
  • Identifying and categorising the top performance and the employees’ weak performance and modifying the HRM policies according to the employee performance so that top-class employees can benefit from the lower-class employee.
  • Almost 40% of all the employees who make a better performance within the company have not yet recognised that results in faint employee engagement and employee commitment (Harzing and Ruysseveldt, 2015). So, Tesco PLC must introduce a reward and recognition program to accelerate employee motivation and,d therefore, reincreased employee commitment and engagement to the complaint. This assumes that the productivity will rise by 14% compared to the previous year if this is done.
  • Besides this, the company can undertake some collective approaches to lessen the gap in employee performance. This means the gap between the employee’s present performance and its ultimate goals (HRM and quantitative: Decision Tree and Vector Analysis in HRM Theory, 2014). If such a gap exists within the company, the organisational objectives will be burdened.
  • In conducting this research,h we have found that all the Tesco PLC employees are mainly trained in only one sector. For these reasons, it does not perform well in other sections and these results in the 17% Decrease in the overall revenue from the last year. Here, the HR department of Tesco PLC should start a new cross-sectional training program to ensure that every employee knows the whole organisational culture, behaviours, internal factors, and external factors.
  • Another significant finding we have got while conducting the report is that the company reviews the performance chart monthly or quarterly. This generates the drawback of the employee performance appraisal process (Hurmelinna-Laukkanen and Gomes, 2013). As the employee’s performance is reviewed after a regular long interval, it is impossible to analyse the employee’s performance daily, making the manufacturing trend more inefficient and slow. So, the company should review the employee’s performance regularly after 3days of 5 days.
  • As Tesco is a retail company, it provides a wide range of products and services. But it is a matter of great misery that they did not conduct any marketing research for the last four years (Leonard and Gonzalez-Perez, 2015). That’s why their marginal profits have been gradually decreasing over time. So, it should develop efficient market research to stay competitive over its competitors.

Conducting this research team has found that every Human Resource Management process can be more efficient if its termino is channelised among the organisation’s employees (Meijerink, Bondarouk, and Lepak, 2015). A proficient human resource management system can affect almost 20% of the total revenue of the organisation because the HRM policies are the summation of the employee management, training, performance appraisal, retention, compensation which are the subject matter to achieve the fundamental objectives of the organisation (Palmer, 2015). In this research, we have also tried to find qualified opinions about how the organisational goals are affected by the corporate Human resource strategies. So, the main suggestion is that every organisation should set their human Resource management policy consistent with the employee attitudes and behaviour.


Chapter 5: Conclusion and Recommendation

After conducting this research, it can be cited that the whole Human Resource Management process of Tesco PLC is a testimony of an excellent HRM where different types of material training programs, including First class, serve, Hygiene Training, multi-skills training, introduction training, are discernible (Parry and Tyson, 2014). These training programs are conducted simultaneously to maintain an average standard of their products and service. As the company is retail-based, its main concentration is on employee satisfaction because profitability mostly depends on customer satisfaction. In this research, we have tried to show how data is collected using which instrument. In introduction training, the company employees get acquainted with the organisational functioning, organisational values, and history. As the company focuses on employee satisfaction, they often use motivational tools to cheer employees toward the overall organisational goals. Despite this auspicious HRM mode, this sector has some defective aspects (Schumann, 2015). So, some of the weighty recommendations are given below:

  • The top management should provide sufficient support to the Human Resource Manager.
  • Give more emphasis on employee satisfaction by using more motivational tools and techniques.
  • The company should pay more concentration to the proper materialisation of any task given to the assigned employees.
  • The most constituent recommendation is to create a transparent channel for ensuring the faultless distribution of information among the assigned employees (Tante Emma wird Strategic, 2016).
  • The company should extend development programs or seminars to provide practical knowledge to the employees.
  • As Tesco is mainly a retail company, more importance should be given to ensure hygiene materials.
  • The cross-sectional training program should be developed to ensure that each of the employees has general knowledge over any particular slot of production (Townsend and Wilkinson, 2014).
  • The employee compensation package should also be increased at a moderate level to ensure employee satisfaction increases employee engagement levels.











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