Make known section

The Historical moment of Tesco Born in 1919 by Mr. Jack Cohen started a stall in East End Of London with a

umble profit of 1 for his first day sales of 4 sales, and then, today the entrepreneur sparking his views, thoughts,

maginations, vision, passion, strategy through 240,000 employees in 14 countries with 4331 stores, as well as,

chieved a turnover of 59.4bn in group sales on 2009 fiscal year ended 28 the February 2009, besides this, attained

he position of 3 rd largest grocery retailer in the world. In the year 1929 Mr. Jack Cohen opened a store under the

lagship Tesco in Burnt Oak, London. Then the countdown of the Tesco can count in each and every moment,

very year in a clear way. The year 1932 witnessed to Tesco as a private limited company, and then, a few years

low of business progress and in 1947 it registered as Tesco Stores (Holdings) Pvt. Ltd.

The golden age of Tesco started in 1950s , and then, the progress blossomed, the strategy of conquer and

xpand introduced, as a result of this , from 1950 to 1960 Tesco take over 367 stores in U.K and in 1961 the

istory witnessed for a Guinness record of that, Tesco having a largest store in the world. In the year 1968 Tesco

tarted its super store, and then, for a flow of few years Tesco started Petrol Pumps and deals as petrol retailer in

U.K , besides this , Tesco continues the takeover procedure and take over the rivals of M/S. Hillards.

n 1992 Tesco introduced the slogan every little helps, It is not a slogan, but above slogan, beyond it there is a

mission, vision, strategy, the overflow of the inner light of absolute performance of Finance, People, Operations

Community and Customer. In the year 1996 Tesco started 24 hours shop and started overseas shops, besides this,

rom 2000 to 2004 expanded range of products including personal finance and broad band. After a continuous

rogress and conquer of rivals, Tesco launched in U.S.A in the year of 2006 under the roof name of Fresh &

Easy.

Consequently, investigation, analysis and interpretation of business development change the entire focus. The

espect to the individual, service to the customer follows the journey to optimisation and excellence must be a way of

fe. The Tesco introduced every little help. The strategy introduced in a steering wheel for realising the vision,

trategy and assessment. The steering wheel and the slogan are vital and it clarifying the approaches of customers,

ommunity, operations, people and finance.

The vital aim is to create value for customers to earn their life time loyalty. The success of every business depends

n Customers, not only, those shops with the firm, but also, those who work with the firm. The steering wheel

ocused on every little helps that demands values to understand customers and meet customers need first, and

hen, responsible to community, besides that, treat people as we like to be treated, moreover, trust, respect and

work as a team, likewise, listen, support, and say Thank you, and then, the experience is knowledge, so share

nowledge, finally, work is for worship, dedication and enjoyment.

The every little helps strategy demands to ask regularly customers and staff, what we can do to make shopping with

s and working with us that little bit better. The driving wheel gives a clear view through the inner eye of customers

hat, feels loyalty, aisles are free, get what required, low prices, dont queue and then the staff are good.

nstantly, be responsible, fair and honest with community, following this, operations focused to try to get it right

irst time, deliver constantly every day, make the jobs easier to do, know the importance of job and save time and

money.

Afterwards, the people get an opportunity to get on in an interesting job and feels the manager who helps and to be with respect. Finally, Finance focused to grow sales, maximise profit and manage the investment.

reated

The Fig. (A) Given below discloses the essence of the vision, mission, strategy of the Tesco.

ig.(A)

The constructive research method used for the creation , as well as, other relevant references used for the collection

f information , furthermore, the Harvard referencing style used for the list of references and citing sources.

Possible events

As a result of successful five years Trainee manager, and completion of the graduation, Tesco offered the Manager

ost with the task to practice the Marketing theory with managerial and leadership qualities in Tesco express outlet

with enough people to control the internal, as well as, the external marketing in a small town with 6500 people,

moreover, to compete with the other two rivals, besides this, decided to take over a family owned supermarket, that

s suitable to expand. The new offer is acceptable and the long term plan can put into practice with the tactics of

nfluencing local individuals, organisations and all other local businesses.

Task(1) Date.27thApril2010 Total Pages.4+Encl.1

REF.2204/2010

From, Mr. Shaji Viswanathan Manager , Tesco Outlet Express, North East England.

SUB: The information you have been asked about:a) What is Personnel Management? b) The Personnel Management and Its Background c) The difference between Personnel Management Approach And HRM Approach d) Similarity and dissimilarity of HRM from Personnel Management

The report produced at the request of: Ms. Toda Anderson, Line Manager, Tesco. Distributed to: Ms. Toda .Anderson.

The outline The Report explains the development of personnel management to HRM. The Human resource is the vital actor of success of an organisation and it explains the routine of development of personnel management rom its micro sense to the macro sense of Human Resource Management. Moreover, the Human resource s the linking media of an organisations business strategy and the operations. It has different procedures o assess the impact of technological, political, economical changes on new jobs and its skills.

The main findings

a) What is Personnel Management?

Personnel Management is the process of recruiting the right people at right time through right selection procedures, as well as, development and maximum utilisation of the muscle and brain power, and then, ompensate, motivate the personnel resources by the organisation. The concept of management consists of, planning, organising, staffing, motivating, controlling and budgeting. The term personnel management in ts early stages it was the part of the procedures of a manager in a micro sense. The Personnel management more focused on the interests of the organisation than the interests of the people.

a)The Personnel Management and Its Background

The maximum utilisation of people for the maximum profit of the organisation, without considering the benefits of

he employees or workers in earlier stages. But the concept is not valued in the modern age. The father of modern

management, F.M. Taylor (1856-1917) created three main principles

. Works should be carried out and it should break into simple and discrete as well as measurable tasks.

. To carry out the task , there should be a one best way

. The Motivational factor of workers must be the money.

ince 1920 onwards the atmosphere changed and more attention given to human behaviour at work, as well as, in

940 Maslow and in 1960 Herzberg introduced models on Human motivation, after that, in 1960 Mc Groger

ntroduced Theory x and Theory y, after that the Japanese came with Theory z.The Rapid change in technology

nd its continuation will make un predictable changes in business and its resources.

e)The difference between Personnel Management Approach And HRM Approach

The personnel management gives more attention to attain the organisational goals other than the employees the HRM is make an approach that Satisfied employees are the assets of an organisation, so

nterests, but

HRM giving attention to the individual needs ,motivation of them, for attaining the great portion of the targeted

oals of the organisation.

The personnel management aims the personnel rules, policies and programmes, but HRM believes in Team Work.

Personnel Management concerned with the personnel managers only but the HRM concerned with the whole

igherarchy of the organisation.

Personnel management giving importance to selection, recruitment and appraisal of the people but the HRM

oncentrating the morale and motivation, as well as, job satisfaction.

e) Similarity and dissimilarity of HRM from Personnel Management

The Activities of Human Resource Management and Personnel management describes as follows will gives A clear picture about the similarities and dissimilarities between HRM and personnel management.

. Planning and forecasting The planning strategy in HRM means the forecasting of number of staff required for a long range to attain the targeted goals of an organisation and the assurance of the supply of human resources. It includes the creation of job opportunities, criteria, profile and appointment of right person to the right job.

. Training of Personnel and Quality Development. The training and management is connected with the bettering of the performance of the employees in the organization .It means the learning and development of the people on the current job and education for the position to hold in future and development means , the activity aimed or focused to the employee or a person part of the organisation or may be participate in future.

. Motivational factors The motivational factors are different, the personnels can motivate by providing incentives other than salary and it will maintain them in the organisations. There are various types of motivational incentives and methods. There are different theory about the motivation and it explains the different tactics and techniques and it developed by management professionals .The Maslows theory explains the hierarchy of needs, it explains the physical needs, safety, love and belongings, self esteem and self actualization.

4. Human resource circle There are human resource models, as well as, human resource circles too, the human resource circle explains, the selection, performance, appraisal, rewards and training. Every personnel needs improvement in career and personal life, it makes them to sustain in the organization.

. HR Management Roles The HR Management roles consists or the administrative , operational and employee advocate, as well as, the strategic areas.(Fig.1)

Fig.1

. HR Management Activities.

The below chart(Fig.2) will gives a clear picture about the Human Resource Activities.The charts and graphs

lways

Gives the more information within a limited time with less effort. The HR activities chart gives a clear picture

About the economical, environmental, technological, global, cultural and geographic , social , political and

Legal matters.

Economical factors covers the area of Risk Management and employees protection, also, health and wellness,

afety, security and disaster and recovery planning. Environmental factor covers the area of strategic HR

Management and equal Employment.Technological factor explains the employees and labour relations

nd culture and geographic factor discloses the importance of equal employment opportunity and explains

he compliance , diversity and affirmative action.Political factors deals with the staffing,job analysis, recruiting

nd selection, moreover, the social factor deals the talent management like orientation ,training,

HR development,career planning and performance management.The legal aspect handles the total rewards

Like compensation ,intensives and benefits.

Fig.3

Main Conclusions

The report covered with the preliminary information regarding the vide subjects HRM and Personnel

Management, similarly, there are more information available in the area of approaches of management

management theory, traits and behaviour studies, learning theory, economical environment, European Union

ocial Factor, global and social environment , political and technological environment, HRM within the

rganisational structure , Performance management , job analysis , HRM management information systems

ncluding Data protection Act (1984), medical records, Trade Union Reforms.

Recommendations.

or further information please refer the attached sheet furnishing with the details of websites and other

Relevant managerial and Human Resource Management Publications.

Thanks for your great help throughout my training period , as well as , the care and respect you blessed

On me.

North East London

yours faithfully Sd/

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Task(2)

The new Tesco Outlet Express at North East England required the following number of staff.

Instead of the shop manager.Tillers2, store manager1, store assistant 5, Delivery drivers 2, sales and show room assistants 6, .The requisition already approved from the head office and the selection Process started with inviting applications through the website. The advertisement details sent to the Head office as follows.

Vacancy details Express Store Managers North East London

Job Description

We are currently looking for Express Store Managers to lead our Shopping operation in Express Stores.

Skills required:

Drive and previous Retail Management Experience Performance Management Experience Customer Focus High presentation standards Planning and Organising Personal efficiency and drive. To apply please complete our online application form.

Applicants must be able to work 5 Days Out of 7* (Including some Weekends) Candidate Profile

Prior management experience in a fast paced environment is essential

Leadership skills required: Ability to influence and gain commitment

Customer Focus People Management Team working Planning and Organising Analysis and Decision Making Personal Integrity Drive Developing self/others Adaptable Benefits

Up to 4 weeks annual holiday - increases with length of service Life Assurance youre automatically covered so that your family will receive a lump sum payment in the event of your death. This benefit is provided free to every Tesco employee. Buy as you earn after three months service you can save each month and buy Tesco shares at market price which are held in a trust for as long as you want. Staff Discount Once youve been with us for 6 months, well give you a Tesco Staff Privilege card. This entitles you to 10% off all of your shopping at Tesco, food, electrical and online. Shares in Success after one years service, youll receive free shares in Tesco. Save as you earn we have a fantastic savings scheme. After a year with us you can start saving for either three years or five years and receive a tax free bonus at the end. You can then use your savings and bonus to buy Tesco shares at a reduced cost. Pensions unlike most schemes, your pension with Tesco Pension Builder doesnt depend on the performance of the stock market or other investments. You make a tax free contribution from your salary and Tesco also makes one, ensuring your total fund increase is at least in line with inflation. Your pension pays out when you retire and you can, if you want swap part of it for a tax-free cash lump sum. Reference: 1136272

Location: North East London

Salary: Competitive Market Rate.

Position: Any

Sector: All Stores

Apply before: Friday, 14 May 2010

The above motivational advertisement added with all other staff requirements through the website .

The recruitment and selection processes

The recruitment and selection processes methods depends up on the strategic approach to suitable recruiting rocess for the organisational HRM plans , as well as , it required the right knowledge about the business and ndustry. Recognizing the labour market and build relation with networks and promote company brand.

RECRUITMENT

Recruitment is the process of creating a pool of qualified persons for the purpose of doing the organised jobs. There are Internal and external recruiting. The external recruiting from the job market, universities, colleges,

Vocational schools, labour unions, competitors, employment agencies and internal recruiting from the data base f the organisation, promotion, referrals by present staff, job postings, previous employees.

SELECTION

The success of every business unit depends on the employees. Selection is the process of electing right person for the right job, if employee fitted in the job ,it leads the employee

Perform better and the employee turnover is less. The formula for success selection as follows.

KSAs = Knowledge ,skills and abilities

TDRs = Tasks, duties and Responsibilities.

f KSAs=TDRs = Job success. Fig.3

The selection process

The Fig.3 is self explanatory chart for selection process , other than this the employers asking

Criminal records bureau check , specially for working in the health care industry , as well as,

Some industry required overseas criminality check also requesting specially in security industry.

The common advantages and disadvantages of internal recruitment and external recruitment

Advantages of selecting internally

The easy settle on the job by the applicant and the applicant already familiar with the

Atmosphere, as well as, the cost of recruitment, time, and administrative cost can save.

The promotion leads employee in motivation and it leads to perform better.

Against selection internally

It limits to find new talents , variety idea and different ways of working , besides that, it

Handling only limited applications , and then, one staff promoted the there is another vacancy

Is arising.

Merits and demerits of the process of recruits externally

The new and variety idea, thoughts , ways of work ,likewise, it fills the vacancy and avoiding

The flow of work is in straight.

Handling and selecting from a wider range of candidates

Take advantages of the training already they got and provided by others

But disadvantages also follows the external recruitment , that is the cost , time, and knows the

Candidate only a few, besides that, the orientation classes required for a new comer.

Task (2) (B)

The satisfied employees are the asset of an organisation , well paid ,well trained, employees

Can stay with the company up to their retirement time , if the company provided them the

Perquisites and other allowances, bonus, in time to time they will remain in the company.

If the hierarchy of needs not satisfied there is tendency to leave. It is better to maintain a

Staff those trained and experienced, if there are no legal issues.

Task 2 (c)

The HR Manager should be followed the legal and ethical issues throughout the recruiting process. 1. Sex discrimination Act (1975) 2. Race Relation Act (1976) 3. Disability Act (1976) 4. Employment Protection Act (1978) 5. Data Protection Act (1984) 6. Medical Records Act (1988)

7. Trade union Reforms Act and Employment Rights Act (1993) 8. National Minimum Wage Act 1998 9. Employment Right Act 1996 10. Employment Relations Act 1996

The above all acts protecting employees from sexual discrimination, race, protecting disabled

From discrimination, terms of payment, working hours, sick pay, pension defined on the above Acts.

So the HR Manager should be careful while starting the recruitment process, all the relevant paper works

Should be followed strictly under the legal Acts mentioned above.

Task 3
The disputes may arise in work places , each and every person unique in nature and

our, so each and every person differ from one another, it may be employees each other , with outsiders, with

ement , if a dispute take Place informally may it solve, otherwise it solve through a formally or officially. The Legal Frame work of employment When an employee exit from the employment, the contract between employer and employee

here are different Situations to end a contract. a. Lawful dismissal b. Un lawful dismissal c. Wrong, unfair and justified dismissal

The fair reasons for dismissal are misconduct, lateness, abscentism, disobedience, stealing and

There is Procedures for termination and ending contract. There are disciplinary Actions has to taken

ending the Contract.

CASE.NO1. MR. PAUL JOHNSON -44

Lateness and Leaving early is not a criminal or serious offence, IT IS A SERIOUS

NDUCT for the above case The following steps can take into action.

A. Can give a verbal warning

B. Can call for a discussion to solve the problem

C. Can give a written memo

D. Can make a counselling

E. Can make attendance cut and other deduction of perks and allowances inside the law.

f the problem not solved within the above , then serious disciplinary actions including

termination can put In to practice.

CASE .NO.2. MS.SHEENA JOHNSON .28

STEALING IS TREATED AS SERIOUS ACT AND SERIOUS MISCONDUCT, so the above

mentioned procedure are all

Followed for MS. Sheena Johnson also, If again it repeats after the

procedures, the legal and other

Termination procedures will follow.

The actions must be within the limits of employment relation act and

employment

Rights act.

EXAMPLES.1. The strike by Cabin Crews vs. British Airways 2. The strike in ROYAL MAIL

In the above both cases the employer deducted the salary for the absent days

TO RECAPITUALATE , the assignment covered The history of the Tesco, and

developed plan for the

New outlet , as well as , covered and clear the difference between the

Personnel management and HRM,

In addition, made plan for selection, recruitment and retention, besides that,

covered the legal aspects and solutions for the problems. Overall it

investigated the importance of Human Resource Management in an

organisation and how it contributing to the organisation to achieve the

organisational objectives.

THE RECOMENDATIONS

1. Expand the business to other countries.

2. Fix the target of 3 years to become the worlds largest food product chain.

3. Introduce new items from the remote villages of the world, those that remaining in a limited area.

4. Invite new ideas and information of products through internet

5. Fix the target to become the worlds largest employer organisation

References Financial reports of M/S. Tesco Stores (Holdings) Pvt. Ltd, (Fiscal Year Ended 28 the February 2009)

French, Wendell, 1974, the Personnel Management Process, Houghton Muffin co, New York). 3. Adhikari, Dev Raj, 2001, Human Resource Management)

4. Chhabbra, T.N, 2005, Human Resource Management published by Dhanpat

Co, Delhi J.Mullins L, 2007, 8 Edition, Management and Organizational behaviour

5.

hed by Prentice hall, UK.

Websites Accessed Dates

www.businessreference.co. 21/04/2010 to 29/04/2010 21/04/2010 to 29/04/2010 21/04/2010 to 29/04/2010

www.times100.co.uk

www.ezinearticles.com

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