Assignment Prime Sample - Strategic Resource Management

1. STRATEGIC RESOURCE MANAGEMENT TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

2. TABLE OF CONTENTS Introduction..........................................................................................................................................3 Task1.....................................................................................................................................................3 1.1Objectives and HRM contribution to the achievements of objectives at Tesco........................3 1.2 Role of HRM Tesco...................................................................................................................3 2.1 Recruitment and retention strategies..........................................................................................4 2.2 Techniques used to develop employees in organization............................................................4 2.4 A systematic analysis of the effective strategies an HRM department must use to support the achievement of organizational strategy...........................................................................................5 1.3 Apprasing process of planning human resource requirements..................................................5 Task 2....................................................................................................................................................6 3.1 Create a table which identifies the chosen organization’s objectives and shows the physical resources required to ensure achievement of each of these objectives. ..........................................6 3.2 & 3.3 Role of physical resource management in Tesco.............................................................7 Task 3....................................................................................................................................................7 4.1 Contribution of marketing objectives to achievement of organizational goals.........................7 4.2 Evaluating marketing operations of Tesco.................................................................................7 4.3 Process to develop markets........................................................................................................8 Task 4....................................................................................................................................................9 5.1 & 5.2 Role of ISM in Tesco.......................................................................................................9 5.3 Process of planning ISM requirements......................................................................................9 Conclusion............................................................................................................................................9 Reference............................................................................................................................................11 TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

3. INTRODUCTION Strategic resource management can be defined as the intention and plan for the way in which its organizational goals and objectives are accomplished with the help of human resource. Strategic human resource management (HRM) mainly focuses on developing different approaches which would help in differentiating its firm from their competitors (Guest, 2011). The present report will review and discuss strategic human resource management practices that is adopted by Tesco. Tesco is one of the British multinational grocery and retail organization. Tesco has introduced high involvement in managing its human resource in order to satisfy its employees. Tesco implements strategic HR as a change agent which helps the firm to gain competitive advantage. The present report has focussed on areas like human resource management practices and management of physical resources at Tesco. Further, it covers the marketing strategies adopted in Tesco. Lastly, it focuses on Information system management used by Tesco in order to achieve goals and objectives. TASK1 1.1 Objectives and HRM contribution to the achievement of objectives at Tesco Main objectives of Tesco are:  To offer customers the best value in terms of money and best competitive price (CHUANG and Liao, 2010).  To develop the existing skills in its employees through sound management and training practices and often rewarding its employees and providing equal opportunities.  To support well-being of community and protection of environment.  To work closely with suppliers and to build long term relationships with them that is based on strict quality and price criteria (Jiang and et. al., 2012). The contribution of human resource management towards achieving the objectives of Tesco can be understood as first of all, HR department is concerned about the staffing function in company. In this way, by recruiting the best and talented employees in Tesco contributes in achieving the objectives at Tesco. One of the objectives of Tesco is to develop the existing skills of its employees. However, in order to fulfil this objective, the HRM at Tesco provides continuous training and development activities so that the staffs at Tesco are able to develop its existing skills (Salaman, Storey and Billsberry, 2005). This helps to improve the performance of employees which ultimately contributes to the overall achievement of company's goals. TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

4. 1.2 Role of HRM Tesco In every organization, human resource management plays a very crucial role for meeting the goals of company. Therefore, the roles of HRM at Tesco include following:  Collaboration: Tesco being a large retail company has to manage various activities within specified given time (Chen and Huang, 2009). Therefore, the managers and HR professionals at Tesco continuously work together in order to develop the employee’s skills and abilities. If employees do not perform their roles and responsibilities effectively, then it would negatively affect the performance of the Tesco. For example, HR professionals at Tesco advice managers and supervisors the way to assign employees at different functions and if they do not perform their roles properly, then it would affect the firm negatively.  Hire, train and retain employees: The role of HRM at Tesco helps company to provide the right type of personnel. However, even training arrangements are made available to the employees at Tesco in order to give training to employees and help them to enhance their skills(Ngo, Lau and Foley, 2008). This role is played by HR managers and they have to very careful in selecting the best candidate who would be capable enough to support the firm in achieving their desired goals and objectives. In addition to this, the HRM team are very helpful for the employees to serve company for longer duration. Problem occurs when they fail in selecting the skilled and capable candidate. It may also result in increase in cost.  Employee’s relation: HRM team at Tesco helps to maintain employee’s relation. Whenever conflicts or disputes arises among employees and employers, HRM team manages are responsible to handle the situation accordingly and they would focus on reducing and in solving the disputes among employees. If they do not perform their role properly, then conflicts would cause more problem for Tesco. Therefore, it can be said that the role of HRM is to build good relations among workforce (Rynes, Giluk and Brown, 2007). 2.1 Recruitment and retention strategies Tesco should select employees who would be helpful in achieving their goals and objectives easily. For this purpose, company follows structured process of recruitment which attract applicants both for managerial and operational roles. Tesco uses different types of tolls for advertising available jobs. The process of recruitment varies according to the job's vacancy available (Mello, 2014). Tesco first looks at the internal talent to fill up the vacancy. This is the process where employees are moved either at same level or on promotion. If Tesco does not have TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

5. employees to fill the required post, then for this purpose Tesco advertises its post internally for 3 weeks on Intranet. Through this, referenced candidates are selected for the current vacancy. The only problem in this process is that candidates have to regularly check company website so as to know the vacant post available at Tesco. Moreover, the retention strategies which are adopted at Tesco in order to retain the employees in company include introducing recognition programmes in the organization (Armstrong and Taylor, 2014). If employees are recognised, then they will feel motivated and can be retained in company. Even, HR department can provide rewards and incentives to its employees which are based on the performance which will help them to sustain in the company. In retention, HR managers should be able to understand the needs and requirements of their employees and if they do fulfil them, then employee’s could be retained. 2.2 Techniques used to develop employees in organization  Job rotation: The managers at Tesco uses job rotation method in order to motivate the employees who help them to enhance and develop the existing skills and to learn new abilities to perform the work (ÇALIŞKAN, 2010). On the other hand, if they do not perform such rotations, then employees would not be able to perform properly as they will get board of performing the same job again and again.  Team building: In every team, there are individuals who have their own expertise in their own areas. This helps the employees to work in team and to learn and to built up new skills from the team members. if all the member shave same set of skills, then they will not be able to learn new things.  Performance appraisals: Managers at Tesco continuously look towards the performance of their employees. This evaluation of performance is based on certain standards which done on the basis for evaluating the performance of employees (Wright and McMahan, 2011). In case, if these standards are not met, then the managers provide proper guidance to employees to perform the work. These timely feedbacks help the employees at Tesco to understand areas in which they lack. If such king of feedbacks are provided by the management, then employees will not get to know the areas in which they need more improvement.  Adequate learning opportunity: The HR department at Tesco has made arrangements for providing adequate learning opportunities to their employees. In this process, they assign TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

6. their employees with tasks which they have never attempted or performed before. This acts as challenging task for employees and this is helpful for the employees to gain new learning (Collings and Mellahi, 2009). Hence, it will help the employees to learn new things.  Additional responsibilities by team mangers to employees: Another method which is used by Tesco is for making employees accountable for their teams. In this way, employees will try to learn more and new additional skills and abilities (Moliterno and Wiersema, 2007). They would feel confident and would work more hard to perform more effectively and efficiently. If Tesco don not provide their employees with additional roles or responsibilities, then they would feel neglected and demotivated. 2.4 A systematic analysis of effective strategies an HRM department must use to support the achievement of organizational strategy One of the crucial aspect of human resource department of Tesco is associated with the development of different tactics and strategies along with implementing them at the workplace. In this context, it may not be wrong to say that relevant authorities need to pay a lot of attention to it in order to work effectively and to contribute towards the attainment of organizational goals and objectives (Sani, 2012). Herein, management at Tesco pays a lot of attention to its HR strategies and indirectly attempts to attain the corporate objectives. One very critical aspect of this is associated with the motivation of employees. It is an important part because of the reason that more the employees are motivated; the better would be their performance (Bondarouk and Ruël, 2009). The company to motivate its employees treats the working environment as a vital component. In this context, the workplace has been developed in such a manner that it makes tasks and duties for the employees simpler and more effective. Furthermore, training and development sessions are organized on a regular basis so that skill set of workforce can be enhanced and they can be motivated extensively. Essentially, motivating the employees has proved to be very beneficial for the retail firm because it has lead to workforce becoming more dedicated towards the company (Lengnick-Hall and et.al., 2009). 1.3 Appraising process of planning human resource requirements A very crucial aspect that has to be paid a lot of attention towards in terms of human resource management is to plan for human resource requirements of company. There are certain stages which have to be completed for conducting the process of human resource planning in an TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

7. efficient and effective manner. The first phase in this context is to assess organizational needs and demands. Herein, thorough internal analysis of workplace must be conducted so as to become able to assess the needs and demand of workforce at the workplace (Sirmon, Gove and Hitt, 2008). Carrying out this phase will enable the authorities to determine requirements of people in company. Herein, tools of internal as well as external analysis can be very helpful. Internal analysis will provide information regarding the demand of people at the workplace while external analysis would help in identifying the trends that are prevailing in the human resources market. Next demand forecasting will have to be made. This will help in predicting the demand of human resources that could occur at workplace in the near future. Demand forecasting is very useful in the whole process largely because of the reason that it would keep authorities informed on the number of people that they might have to recruit in company (Kang and Snell, 2009). Through this stage, process of human resource's management can be made efficient and effective. TASK 2 3.1 Create a table which identifies the chosen organization’s objectives and shows the physical resources required to ensure achievement of each of these objectives. Objectives Physical resources Resource management implications To offer customers the best Sales and customer services Improvement in customer value in terms of money and personnel services and effectively catering best competitive price. demands of customers To develop the existing Trainers, i.e. manpower Performance of employees can skills in its employees through be enhanced by significant sound management and training margins. Along with this, practices. Also, often rewarding employee loyalty can also be its employees and providing obtained through it. equal opportunities. To support well-being of CSR related infrastructure Brand of company can be community and protection of enhanced. environment. To work closely with Financial Resources Development of healthy suppliers and to build long term relations with suppliers and TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

8. relationship with them. This is retaining them for a long term. based on strict quality and price Additionally, quality of criteria. products and/or services of company can be improved considerably. 3.2 & 3.3 Role of physical resource management in Tesco A very crucial and important aspect of managing business functions is related to managing physical resources which company might use (Bratton and Gold, 2012). It is important mainly because of the reason that it has a direct impact over functioning of enterprise and it also enables functions in an effective manner by making the process of attaining organizational goals and objectives simpler. Physical resource management is very important for firms such as Tesco, because it helps companies in attaining its goals and objectives effectually. By considering the operations of Tesco, physical resources can be in the form of buildings, machines, etc. and it is imperative that management pays attention towards managing these physical resources in an effective manner. For this, they can bring a difference between success and failure for the company (Huemann, Keegan and Turner, 2007). Thus, the role played by physical resources is very crucial for company. In this sense, it may not be wrong to recommend to management of the firm that they must consider procuring or obtaining these resources from reliable sources so as to manage them effectively and to ensure that they would make significant contribution towards the organizational goals and objectives. Furthermore, it can also be recommended that different theories and principles must be used in this context so that corporate goals and objectives can be attained easily and effectively (Storey, 2007). TASK 3 4.1 Contribution of marketing objectives to achievement of organizational goals Marketing essentially is a function which entails the conduct of different tasks that may help in spreading information about product and/or services to the target customers. It is a well known fact that marketing is a very crucial component to which companies such as Tesco needs to pay a lot towards the marketing function (Barney and Clark, 2007). The type of such promotional activities being carried out by the enterprise will have a significant impact over the image of company in the market. Considering the fact that UK retail industry is one of the highly competitive marketplaces in TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

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10. country, it is imperative that management at Tesco works to develop a positive image of company so as to attract the large number of customers and to become able to retain them for a longer period of time. Furthermore, marketing activities also have a crucial role to play in the process of attracting customers, developing effective relations with customers and satisfying their demand to a great extent (Van Buren, Greenwood and Sheehan, 2011). 4.2 Evaluating marketing operations of Tesco Management of retail firm knows that marketing is of great essence for the enterprise, primarily because of the reason that it has direct association with that of functioning of organization and thus, its very existence as well. Various kinds of marketing activities are performed by company (Schuler and Jackson, 2008). Although, major attention and preference is given towards social media marketing, this tactic has proved to be of great use for the company mainly because of the reason that it is a platform that would help the enterprise to reach out to a large number of people and interact with them. Moreover, a positive image of company has been developed in the market that has helped in increasing the sales of retail organization. In addition to it, company also uses a mix of traditional and modern tools of marketing such as advertising through print media and using electronic mediums like TV, Internet, etc. in order to market its goods and services (Lengnick-Hall, 2011). By this way, company is able to capture a major chunk of UK retail market and has been able to sustain at top spots of this industry quiet easily and comfortably. Tesco Club Card is another scheme through which the firm aims at marketing its goods and/or services to the customers. This in last some years has proved to be very beneficial to the enterprise, as through it buyers can purchase goods at a discounted rate and also earn points on every such purchase. Through it, company has been able to market its goods in an effective manner (Sani, 2012). 4.3 Process to d evelop markets In marketing, organizations should focus on providing quality goods and services and should also adapt different approaches which would help the organization to grow. As a result, management of company would get a chance to generate demand for its products according to their target segments and will be able to develop strategies for understanding demand of customers. In this context, Tesco uses a three pronged strategy. In the first phase, cited retail enterprise tries to attract customers from other already existing retail firms such as Sainsbury's, ASDA, etc. (Mello, TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

11. 2014). By this way, management attempts to dilute its competition in the market while strengthening its position. In the next stage, company provides high quality of goods and services so they could attract more customers and this will also build a positive image in the market among customers. As a result, distinct image can be developed that would help in satisfying the customers as well as other stakeholders (Armstrong and Taylor, 2014). While in the third strategy, company attempts to attract the non-users of products and services. They apply various strategies and tools like sales promotions, advertisements, etc. with the help of which Tesco is able to attract new customers and to satisfy their demand as well. Furthermore, for the given retail organization, strategies such as Market Penetration is also helpful in providing opportunities that would help the firm to enter into new markets with great ease and comfort (Ngo, Lau and Foley, 2008). Strategy used Tesco is very effective as they are bale to achieve the desired goal and that is attracting more and more customers. In other words, it is helping the firm to grow and in increasing their revenue. TASK 4 5.1 & 5.2 Role of ISM in Tesco Today information management systems are very important for the given enterprise mainly because of the reason that it has to function in an intense competitive marketplace. Thus, in order to ensure that the firm is able to exist for a longer term in the market, obtaining and managing different sorts of information related to its functioning is imperative (Huemann, Keegan and Turner, 2007). Through such approaches and systems, there are better chances that the firm can survive the industry for a longer period of time and may satisfy the demand of customers. Through proper techniques of ISM, better opportunities to cater the demand of customers can be identified, developed and capitalized. In this way, the management can recognize the demand of customers easily and may determine the ways through which they can be satisfied easily and effectively. If Tesco do not use ISM, then it will not be able to provide better services to its customers. Further, they will not be able to understand products and services according to the needs and wants of the customers. Since, company has developed relations with more than 2000 suppliers from all around the world, it is very important that it maintains healthy association with them (Bondarouk and Ruël, 2009). In this context, the tool of ISM can be of great use. Through the use of ISM tools, management can obtain plenty of data relating to the market trends as well as needs and demand of customers. In this way, company can accomplish its goals and objectives easily. TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

12. 5.3 Process of planning ISM requirements Information System Management has become a very vital aspect of operation towards which management of an enterprise needs to pay a lot of attention primarily because of the reason that it allows the firm to gather data regarding functioning of the firm as well as the market in which it is operating (Collings and Mellahi, 2009). This type of information are very helpful in knowing the areas in which the organization lacks and accordingly they can set up training or strategies which would help in improving these areas. In order to plan for ISM requirements, very first aspect that has to be considered is related with evaluating the need of information in company. Herein, authorities will have to assess the amount of information that they require in order to perform their function effectively in the market. In this context, it can be said that, ISM is very helpful in understanding the need, wants and accordingly providing them products and services which would satisfy their customers. The next stage is to determine the sources from which such kind of data can be easily and effectively obtained. It would be imperative for the firm that it identifies such kind of sources and use them in an effective manner. Additionally, a tool which may be required to synthesise this kind of information constitutes another stage of planning for ISM requirements (Armstrong and Taylor, 2014). CONCLUSION From the above report, it can be concluded that strategic resource management is one of the very important aspects of functioning of business enterprises, regardless of market that it may be a part of needs to pay a lot of attention towards managing its resources in an efficient and effective manner. During the present study, it was revealed that Tesco requires various kinds of physical resources in order to function in the market and to cater the demand of customers and for sustaining in the retail industry. Further, according to this research, marketing has a very crucial role for the company, as it has a significant impact over working of the firm as well as accomplishment of its goals and objectives. TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

13. REFERENCE Books and Journals Schuler, R. S. and Jackson, S. E., 2008. Strategic human resource management. John Wiley & Sons. Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA. Lengnick-Hall, M. L. and et.al., 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review. 19(2). pp. 64-85. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal. 21(2). pp. 93-104. Ngo, H. Y., Lau, C. M. and Foley, S., 2008. Strategic human resource management, firm performance, and employee relations climate in China. Human Resource Management. 47(1). pp. 73-90. CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service context: Taking care of business by taking care of employees and customers. Personnel Psychology. 63(1). pp. 153-196. Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation performance —The mediating role of knowledge management capacity. Journal of Business Research. 62(1).pp. 104-114. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Collings, D. G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human Resource Management Review. 19(4).pp. 304-313. Mello, J., 2014. Strategic human resource management. Cengage Learning. Lengnick-Hall, C. A., 2011. Developing a capacity for organizational resilience through strategic human resource management. Human Resource Management Review. 21(3). pp. 243-255. Barney, J. B. and Clark, D. N., 2007. Resource-based theory: Creating and sustaining competitive advantage. Oxford University Press. Sirmon, D. G., Gove, S. and Hitt, M. A., 2008. Resource management in dyadic competitive rivalry: The effects of resource bundling and deployment. Academy of Management Journal. 51(5). pp. 919-935. Guest, D. E., 2011. Human resource management and performance: still searching for some TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES

14. answers. Human Resource Management Journal. 21(1).pp. 3-13. Moliterno, T. P. and Wiersema, M. F., 2007. Firm performance, rent appropriation, and the strategic resource divestment capability. Strategic Management Journal. 28(11). pp. 1065-1087. Van Buren, H. J., Greenwood, M. and Sheehan, C., 2011. Strategic human resource management and the decline of employee focus. Human Resource Management Review. 21(3). pp. 209- 219. Huemann, M., Keegan, A. and Turner, J. R., 2007. Human resource management in the project- oriented company: A review. International Journal of Project Management. 25(3). pp. 315- 323. Kang, S. C. and Snell, S. A., 2009. Intellectual capital architectures and ambidextrous learning: a framework for human resource management. Journal of Management Studies. 46(1). pp. 65- 92. Rynes, S. L., Giluk, T. L. and Brown, K. G., 2007. The very separate worlds of academic and practitioner periodicals in human resource management: Implications for evidence-based management. Academy of Management Journal. 50(5). pp. 987-1008. Jiang, K. and et. al., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal. 55(6). pp. 1264-1294. Bondarouk, T. V. and Ruël, H. J. M., 2009. Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management. 20(3). pp. 505- 514. Online Defining the Field. [pdf]. Available through: <http://www.corwin.com/upm- data/9919_040313Intro.pdf>. [Accessed on 17th August 2015]. ÇALIŞKAN, N. E., 2010. THE IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE. <http://www.dho.edu.tr/sayfalar/02_Akademik/Egitim_Programlari/Deniz_Bilimleri_Enstitu su/Dergi/066_Esra_Nemli1.pdf>. [Accessed on 17th August 2015]. [pdf]. Available through: Sani, D. A., 2012. STRATEGIC HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE IN THE NIGERIAN INSURANCE INDUSTRY: THE IMPACT OF ORGANIZATIONAL CLIMATE. <http://www.saycocorporativo.com/saycoUK/BIJ/journal/Vol5No1/Article_1.pdf>. [Accessed on 16th August 2015]. [pdf]. Available through: TOLL-FREE NO: +61 879057034 WHATSAPP NO: +61 424715655 EMAIL: help@assignmentprime.com WEBSITE: http://www.assignmentprime.com/ ASSIGNMENT HELP & WRITING SERVICES