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Managing HumanResources 4903Critically Review the HR Strategy10/29/2010This report will focus on the role of the current Human Resource Management (HRM) practices employed to the UKretailer Tesco’s PLC in the context of the work of Dave Ulrich and the ‘business partner’ concept. The report will thefurther suggest how the HR role of the multi-chain retailer could be changed with the aim of better supporting thecurrent overall business strategy.
Contents PageLearning Assessment Outcomes3Scope4Description, evaluation and analysis of the role of HR within Tesco Supermarkets PLC4How can the role of HR change to more fully support the business strategy?6Conclusions and Discussions7References8Employee Engagement Model9Building Organisation Equity Model10Dave Ulrich; The Business Partner Model112Managing Human Resources 4903|Critically Review the HR Strategy
Learning Assessment OutcomesAnalyse theoretical perspectives, methods, and models in human resource managementEvaluate and apply these perspectives, methods, and models and recognise the role they playin understanding and managing human behaviour in the workplaceExplore the key roles required to manage human resources effectively.3Managing Human Resources 4903|Critically Review the HR Strategy
his report will focus on the role of the current Human Resource Management(HRM) practices employed by the UK retailer Tesco’s PLC in the context ofthe work of Dave Ulrich and the ‘business partner’ concept. The report will thefurther suggest how the HR role of the multi-chain retailer could be changedwith the aim of better supporting the current overall business strategy.T1. Description, evaluation and analysis of the role of HR within Tesco SupermarketsPLC.n recent years, there has been an increase in the importance for the presence of HRwithin organisations. This has resulted in the rise of competition from overseaseconomies. Investment in employee development practices, such as training, talentmanagement, building ‘agile’ cultures and employee engagement has previously beengreater in such countries as Sweden, Japan and Germany, and thus prompting UK companiesto undergo a greater amount of investment and energy into their employees(Beardwell, I etall 2004).Over the past decade, Tesco’s have introduced, over time, an HR system designedto provide a greater quality of training and engagement to their staff. The retailer operates inan extremely competitive market where customers now have a wider choice of where to shopfor the groceries. To remain competitive, the retailer has expanded into CD’s, DVD’s,homeware and electrical, as well as new markets, such as Credit Cards, insurance andBanking Services.IThe traditional Business Partner Model, developed by Dave Ulrich, has been adapted over theyears by many large organisations when restructuring their HR policies in reflection of thechanging business environment (CIPD, 2010). Whereas the traditional model has four

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