Tesco's Human Resources

435 Words2 Pages
Here at Tesco’s Human resources must be planned accordingly and effectively to obtain the right employer contributions. A number of aspects must be considered which will impact Tesco’s human resource planning. Human resource planning is essential to Tesco’s and we must analyse the steps thoroughly. The areas in which Human resource management maintains control can enhance employees (within the business) perception of Human resource management throughout the workforce and can help them improve customer satisfaction with necessary training. It is very essential to Tesco as it helps their existing employees dwell on their existing skills and work towards new skills. Human resource management also benefits Tesco’s as it means not having to employ new candidates. This saves them costs in the form of turn-over and time as they do not need to spend time recruiting. This then makes the employees an asset towards the business as they are making the business (Tesco) more profitable. Internal planning Factors- Work force Profiles - This often refers to the process where a manager can view and monitor the types of employee working for the business. These usually include details such as age, ethnicity and availability. Acknowledging ages can help you plan for the future and prevent…show more content…
One example of this may be in the form of Technological changes. As technology advances and modernises companies like to also improve its technological facilities. This may mean new self-service features. This may mean that they may need less employees or even need more that specialise within the newer technology. This could either be profitable for Tesco or may mean more costs. Tesco may decide to start producing overseas which may in the short term mean costs as they must recruit but save money in the form of cheaper Labour and cheaper raw materials benefiting
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