Hrm at Tesco

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The functionality of an organisation is primarily based on many competencies which determine how well an organisation performs. Human Resource Management is one aspect within Project management that plays a significant role.
Tesco PLC has become one of the leading retailers in the UK, as well as worldwide over the years. Founded by Jack Cohen in 1919, he began selling groceries from a stall. From making a profit of £1 selling, Tesco now has become the third largest retailer worldwide (Tesco PLC), Tesco’s annual report shows a total of 72.1billion which they have acquired through diversified products and services they offer to their
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In terms of ways Tesco motivates their staff to enable them to work in conjunction with other departments. They take into consideration staff efforts by rewarding those incentives such as ‘flexible working, health benefits competitive salaries, discounts as well as company share options.
Moreover, Tesco uses the “Mayo effect, which delves into internal and external factors that influence how staffs are motivated. Mayo affect describes the importance of communication. Tesco uses this to allow employees to have a 1-1 discussion. By Tesco implementing this method it sanctions staff to develop personal skills and also use their abilities to facilitate them to achieve more within the company.
Tesco strategy consists of 7 different parts and their strategy aim is to ‘broaden the scope of the business to enable it to deliver strong sustainable long-term growth.(Tesco PLC) The 7 strategies that Tesco focuses on are: 1. grow the UK core 2. To be an outstanding international retailer in stores and online 3. To be strong in everything we sell as we are in food. 4. To grow retail services in all our markets 5. To put our Responsibilities to the communities we serve at the heart of what we do 6. To be creator of highly valued brands 7. To build our team so that we create more value.
These strategies that Tesco have reflect what Delery stated in his book
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