• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Business Report

Extracts from this document...


SID number: 0677391 TASK 7 - Report Writing TESCO A report on the present status and future development of Human Resources Management in Tesco. Submitted to: Anglia Ruskin University Submitted by: 0677391 Word Count: 1000 CONTENTS 1. INTRODUCTION Page (a) Terms of reference 1 (b) Summary 1 (c) Additional Information Appendix 2. FINDINGS (a) Human Resources Management Strategy in Tesco 2 and general information. (b) Nature of HRM in Tesco. 3 (c) Future development and new ideas. 4 3. CONCLUSION 4 4. BIBLIOGRAPHY 5 5. APPENDICES 5 A report on the present status and future development of Human Resources Management in Tesco. 1. Introduction (a) Terms and reference This report has been written for assessment by 0677391 (SID) as a part of a programme of HNC Business Management. (b) Summary The report considers the nature, success and new ideas of Human Resources Management in Tesco by: - Describing a strategy and collecting general information (present status of the company). Presenting information regarding employees on the chart. International workers and their role in Tesco. ...read more.


They realize the importance of individual growth in order to strengthen the whole. They invest in the development of the individual through training, education and reward. They seek a balance between preservation of our resources and realization of profit. TESCO's strive to combine accuracy and reliability with accountability. - Tesco is a knowledge - based organization. - Tesco tends to recruit workers willing to progress and work as a team with excellent customer service. - Teamwork is a very important aspect of Tesco Human resource Management. Management tends to recruit people with different characters and background because this kind of people can create a good team. - Tesco offers a great variety of courses for employees. Human Resource Department believes that training process and coaching are beneficial for both parties - a worker and the company. Competitiveness in training and within Human Resources at Tesco Training and development are of greater importance than before. Employees using brain power and knowledge are very valuable to Tesco and add value to products. ...read more.


points out that there are potential problems with Tesco's idea. Some people can come to work with genuine sickness and make a lot of mistakes (just to get paid) and on the other hand, some taking the day off for hangover, for instance, may spin their absence out beyond 3 days. (c) Future development and new ideas. It was forbidden by Tesco to give me particular information about the future plans. This is because; other competitors may be able to use such details to withstand a greater chance of attracting more customers in the same market. - One of the new and recent Tesco's ideas is web-based Recruitment running by HRM Department. Moreover, HRM wants to use web-based recruitment to help with monitoring all staff needs in near future. - Tesco is currently looking into changing details of the contract for new employees to reduce absenteeism as much as it can be reduced. Some Tesco stores have got a plan to reward their workers with food vouchers if they have not got any absence days for 12 weeks. 3. Conclusion - Tesco Human Resources Management has got a customer based strategy. - Tesco manage people and property in a professional way. 4. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Functional Areas of Tesco

    an example; the marketing and sales function of Tesco want to promote a buy one get one free sale on their 'Tesco finest chocolates'. They will communicate internally via e-mail or oral communication. They will request a budget for this promotion.

  2. Shareholders - Tesco

    If they quit their job they won't encourage any friends or relatives to work at the shop, therefore Tesco will get a bad name and may even lose employees through their conditions.

  1. The purpose of the coursework is to produce an analytical report on how a ...

    There are also benefits you can get for working with McDonalds. These are: * Free meal allowance * Paid Holidays * Free life assurance * Private health care * Sponsorship programme * Stock purchase scheme * Employee discount card * Service awards * Pension scheme * Company car (for restaurant managers and above)

  2. Methods used by Tesco to monitor if good customer service is taking place.

    * Lifts, are very important to because most car parks are two floor so customers could take their shopping easier up to the second floor. Disable people could use it too it they can't walk up stairs * Caf´┐Ż coffee shop, after shopping some of the customers are going to


    of employees leaving over specific period X 100 Average number of people employed A labour turnover ratio of 25% is generally considered acceptable but 30% or more is very concerning and unacceptable. This is according to Sainsbury's. Sainsbury's labour turnover is quite low.

  2. This is a report on Marks and Spencer a well known retail company in ...

    The competitors: Competitors not only developed some of M&S' best business practices, but also better respond more quickly to market changes and encourage innovation. For the main sectors of M&S, in the food sector, Tesco have developed their range of ready cooked meals; Sainsbury also has similar offering but with competitive price.

  1. Managing Human Resources in Marks & Spencer.

    2.1 External labour market This is when Marks and Spencer look to plan to employ workers from outside the organisation. There are also local and national factors that have to be taken into account by Marks and Spencer when planning its external employee requirements.

  2. The background of the Kettering Park Hotel and Spa

    Risk Averse Culture - this is when somebody doesn't like any changes; everything has to be the same. It is when there is a routine and it stays that way. They won't make distension unless they study it hard. Competitive Culture - This is where employees compete with each other for promotion.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work