24 x 7 Online Help
Introduction - Resourcing Talent Management And Development And Employee Relations Assignment
Get free samples written by our Top-Notch subject experts for taking onlineassignment helpservices.
Talent management is considered as one of the main functions of human resource management of the business organization. The talent management process can be explained as a process that is used by the human resource management of the company to Attract capable, skilled, and knowledgeable people, on-board them in the organization workforce, develop their skills and capabilities as per the need of the organization and retain high-performance employees in the organization (Taylor, 2018). The talent management process can help the organization to improve the internal operations of the organization. Employee development can be explained as a process that is used by the human resource management of the organization to improve their performance in internal and external operations of the organization. In the employee development process, various pieces of training and development sessions are performed by the organization management to meet the performance-related needs of employees. This is how various functions are performed by the human resource management of the organization to maintain their performance and profitability in the target market.
This report will be providing a brief of talent management and employee development practices that are used by Tesco PLC. Tesco PLC is one of the largest retail store chains in the United Kingdom. Tesco PLC was established by Jack Cohen in the year 1919 at Hackney, London in the United Kingdom. The company is currently working at more than 6800 retail stores around the world. Themes and trends related to organizational context and environment will be analysed in report. Strategic significance of employee resourcing and talent management will be explained in report. Professional functions of Human resource management will be analysed in report. Different ways will be analysed in which the employment market vary and its implications for organization will be explained in report. Long-term and short-term resourcing and talent planning ways will be evaluated in report. Human resource planning process will be explained and evaluated in the study to find its effectiveness for the organization. Theoretical perspective of learning and employee development will be explained in the study. Processes and practices of learning and talent development will be evaluated in report. This is how aspects related to organizational resourcing and talent development will be evaluated in report.
Contextual and Environmental Trends or Themes Related to Employee Resourcing and Talent Management
Impact of Globalization
Globalization has changed the complete scenario of employment on the global level. It has provided various opportunities to the people on the global level to get employment. Globalization has opened an entirely new market for job seekers. This is highly beneficial for both business organizations and eligible candidates. Globalization has provided opportunity to the organization to hire employees from the global level to meet their operational requirements. For candidates, it has opened a wide market to find suitable jobs (Bibi, 2019). This is how globalization has created more opportunities for both employees and organizations. Along with this, there are some challenges are also associated with the concept of globalization.
The concept of internationalization is related to multinational organizations. Most of the large size organizations are operating in different locations on globe. In context of employment, role of internationalization is crucial. It has provided opportunities to the employees to get better opportunities in the global level company. This is highly beneficial for the candidates and organization. Internationalization has improved the qualification standards that were followed by the organization to hire employees (Ioannis and Latsias, 2017). It has developed a competitive environment on international level where organizations are working to find best suitable employees for their workforce. This is how impact of internationalization is highly beneficial for the employment scenario on global level and it also has increased the opportunities of employment for the people on international level.
Privatization is considered a process in which government hand over its organization to the private business organization to reduce the workload on them. In other words, privatization can be explained as a process in which piece of government property or business goes from being owned by government to being a privately owned organization. Privatization processes have increased the relative employment in the organizations that were previously held by the government. It has reduced the non-required positions from the organization that is causing extra cost to the company. It has affected the number of opportunities that are generated in market scenarios on international level.
Ecological and Environmental Issues
According to the concept of sustainability, business organizations are focusing on developing work pattern that supports the concept of sustainability in business operations. To meet the sustainability standards organizations have developed certain criteria that are concentrated on the sustainable process (Ridgway, 2019). There is not much impact of ecological and environment on the employment opportunities in the global business environment. But in some cases, ecological and environmental, aspects can create opportunities for people. These factors can create job opportunities for eligible candidates.
The business approach of Tesco PLC is highly concentrated on the innovative approach. It has improved the capability of organizations in the global market. The impact of technological innovation is crucial on the employment aspect on the global level (Naim and Lenka, 2017). Technological innovation has negative impact on the employment generation. The development of technology has reduced the need for human resources in the business organization. Automated machines have took place of humans in the manufacturing and other business operations. This is how technological innovations have affected the employment on the global level. This is how impact of the technical innovation is negative for employment scenarios on the global level.
The impact of customer expectation is also important for the organization to maintain their performance effectively in the marketplace. In case of the employment scenario, role of customer expectation is very low. In some cases, customer requirements and expectations force the organization to create or defuse some positions in organization. The impact of customer expectation is negligible on the employment on global level.
Competition is major factor for the business organization. Profitability of the company is based on the competitive performance of company in target market. There is only little relationship between the employment scenario and competition. Competition between business organizations can create race of hiring effective employees in the company (Lekgothoane, Maleka, and Worku, 2018). This factor can develop high competition in the employment scenario.
Demographic trends in the employment are mainly based on the industrial development in the country. With the industrial development, more employment opportunities also can be generated. This is also related to the population of the marketplace, growth opportunities in the local market, and structure in the locality. These factors can generate more opportunities for employment in the local market.
Corporate Social Responsibilities
Corporate social responsibilities are related to the ethical considerations that must be followed by the organization to keep their business sustainable in the target market. If the organization is fulfilling all the corporate social responsibilities then it can improve the performance of organization in target market (Matata, 2017). This improved performance can help the organization to grow and develop business in local market. This development opportunity can create employment chances in the organization. This is process also can help the organization to
Social Change & Attitude to Work
These both aspects also can have impact on the employment opportunity within the marketplace. Social changes in the locality and attitude of people towards work can define the availability of workforce for the company. If people are willing to work for the company then it will reduce the opportunities of employment in market and if attitude of people is negative towards the company then it can increase the employment in the local market.
Strategic Significance of Employee Resourcing and Talent Management
In different ways, employee resourcing and talent management process can help the organization to maintain its performance in business operations and develop positive image of organization in target market (Antoniu, 2019). Both employee resourcing and talent management are important for the business organization. There is range of benefits of employee resourcing and talent management that can be considered to analyse their importance for business organizations like Tesco PLC.
Strategic Significance of Employee resourcing
The major significance of employee resources is related to the business planning of the organization. All the business plans of the organization are based on the availability of time and resources. By analysing the availability of all resources, an organization can develop effective strategic plan for the future business activities of the organization in the global market.
Ability to Launch New Project
This is most important for the business organization to manage the workforce within the workplace of the company to plan future project launches of the company. This is directly related to the future planning of the business organization (Gandy, Harrison, and Gold, 2018). If organization have effective number of employees within the workforce than it can help them to effectively launch new project within the company. Proper availability of employees is important to work on new organizational projects with existing operations of organization in target market. This is how employee resourcing is important for the new projects of the company. This process also can help the organization to meet the requirement new project within the workplace of the company.
Focus on Business Activity
There are certain business activities that must be considered by the organization to keep organizational operations continuous within the workplace. Lack of human resources can reduce the capability of the company to manage all the aspects of organization to keep the organization running efficiently in target market.
By developing an effective workforce in organization, management of company can help the organization to work efficiently and effectively in the target market. This is important for the competitive positioning of company in local and global market. Availability of proper workforce can help the company to gain effective competitive position in the target market. It also can help the organization to gain market share in target market.
Find New Talent
Changes are continuous in technology and business operations that are performed by the organization in target market. This is important for the company to develop effective workforce to meet all the requirements of the company in target market. Employee resourcing process can be helpful for the company to develop effective workforce that is consists of new talent that is important for innovative and creative working in the workplace (Luvuno, 2019). This is how the employee-resourcing process can help the organization to find fresh talent in the target market.
This is major function of the employee resourcing to develop effective workforce within the workplace of company. If the workforce of the organization is effective, enough then it can help the company to reduce the level of risk that is taking by the management of the organization in the business process.
These are major benefits of employee resourcing in organization that can help the company to perform effectively in global market.
Importance of Talent Management for Organization
Talent management is considered a process that is used by the human resource management of the organization to attract, hire, on-board, develop, and retain talent in the company. This is all about developing an effective workforce in the company. Major advantages of talent management are-
Hire Skilled Employees
Talent management process allows the organization to hire skilled and effectively trained employees in the workforce of the company to increase the effectiveness of the workforce. This can improve the ability of the workforce to perform various operations in the target market.
Improve Internal Performance of Company
By hiring effective employees in the workforce of company can help the human resource management of the organization to meet the quality standard in the internal operations of the company (Krebs and Wehner, 2020). This is how organization can improve the internal operations of the organization by performing talent management activities.
Increase Employee Performance
Main purpose of the talent management process is to improve the performance of organization in target market. For this, it is required to develop workforce of company to meet the performance standard in the internal operations. Talent management process is most effective process to improve the performance of the employees of organization by providing them with different training and development sessions. This is how talent management process can help the organization to meet the performance requirement of the employees in different internal operations.
Retain Talent in Organization
This is the major purpose of the talent management process to retain skilled and experienced employees within the workforce of the organization. If the workforce of company is consists of skilled and experienced employees then it can improve the knowledge of the organization. Talent management process can help the organization to perform various activities to retain talent within the workforce of organization.
Professional Functions of Human Resource Management
There are different functions are performed by the human resource management of the organization to maintain the performance of organization in target market. Main professional functions that are performed by the human resource management of the organization are related to the employment cycle within the workplace of company (Kavoo, 2018). All these functions can help the HRM of the company to improve the performance of organization in global market.
Recruitment is considered a process that is used by the organization to select skilled and appropriate candidates for the workforce of the company. This is the process that is used by the organization to shortlist capable candidates for the selection process. This is the process that is used by the organization to reduce time that is taken in the employee hiring in the company.
Selection is considered a process that is used to perform screening of the appropriate candidates for the workforce of the company. This process is consists of different rounds that can help the organization to develop effective workforce for the company.
Induction is considered a process in which hired employees are introduced to the workforce and operations of the organization. This process also can be explained as on-boarding process in the company. This process is important for the HRM to make recruit comfortable within the workplace of company.
There are different practices are performed by the human resource management of the organization to retain the employees for long term in workforce of company. In this function, employees are provided with different benefits and facilities to retain them for a long term in company. This is important for developing skilled and effective workforce for the organization like Tesco PLC.
Retirement & Release
This function can be explained as process that is used by the organization to release or retire the employees who are eligible to take permanent retirement from the work (Sohel-Uz-Zaman, 2018). Organizations also can release employees before the retirement time if they are not functioning as per the rules or regulations of the organization.
Political, Ethical, and Legal Considerations of organization
This is main function of the human resource management of the company to work on various policies that are related to political, ethical, and legal considerations in the organization. It is important to manage the performance of organization in global market.
Ways in Which Employment Markets Vary and Implications for Organizations
As per the business objectives of the organization, this is important for the company to develop workforce to maintain successful operation in the target market. In the process of workforce development, this is most important for the organization to consider business objectives of company, resource constraints of company and requirement related to improving the flexibility in the workforce of the company. As per the current status of global market, business organization like Tesco PLC needs skilled and experienced employees to improve their global operations in global market. Key local and international markets that are considered by the organization for the workforce development are related to the operational area of company (Widodo, and Mawarto, 2020). This is important for the organization to work with local workforce to maintain performance in the business operations. This is also important for the organization to develop effective positioning strategy for the company to maintain the profitability of Tesco PLC in global market. All these factors must be considered by the organization to maintain the effectiveness of organization in target market.
Employee Resourcing and Talent Management for Short and Long Term
In the employee resourcing process, various aspects are considered by the organization. This is most important for the organization to develop effective plan to hire employees for short or long term. This is also same with the talent management process of the organization. The approach that is selected by the human resource management of the organization is related to the business objective of company. As per the requirement of the organization, Human resource management can develop long-term and short-term contracts to hire employees and implement talent management process.
If organization is working on certain project for short term then the employees that are hired by the organization can be hired on short-term contract or third-party organization can be hired to fulfil the workforce requirement on the temporary basis. This can help the organization to save costs in the process. For the long-term business operations, organization can use both full-time employees and contract employees as per the requirement of the task (Kamel, 2019). If the projects of organization are based on, long-term and workforce used in the project can be utilized on other operations then the organization can perform recruitment to hire full-time employees for the organization. This is how different approaches can be used by the organization to meet the requirement of the workforce for the company.
Human Resource Planning
Human resource planning is considered a process that is used by the organization to manage the workforce of organization effectively. For the human resource, management-specific processes are used by the human resource management to meet the organization's needs effectively. Process that is used for human resource planning is consists of different stages. These factors can help the HRM to meet the requirement of the company. Major stages that are followed in human resource planning process are- Analysing workforce supply, forecast the workforce demand, Balance workforce demand with supply, and Developing and implementing plan. These are major stages that are followed by the human resources of organization to perform human resource planning in organization to complete all the operations and targets within the time. This is how specific plan or process is used by the human resources to meet the business plan of the company.
Theoretical Perspective of Learning and Talent Development
Some different processes and methods can be used by Human resource management of Tesco PLC to improve the learning and talent development in the workplace of the company. Strategic management is considered an approach that is used by the HRM of the company. This is an ongoing process that is consists of planning, monitoring, assessment, and analysis to meet all the requirements of organization in target market (Kadiri, 2017). This is most important for the organization to develop an ongoing process in organization to improve the learning capability of employees within the workplace. For the strategic human resource development, Human resource management department can use strategic management to improve the learning practices in workplace of the company.
Environmental contexts of Employee resourcing and Talent Management Process
This is important for the organization to consider various internal and external factors within the operations of the organization to perform employee resourcing and talent management effectively. As per the impact of external factors, HRM can develop appropriate strategy to meet the workforce-related needs of company. In the process, this is important for the organization to analyse different external factors like political, economic, social, technological, environmental, and legal factor to develop effective policies to maintain performance of organization in target market. For example, Brexit can be considered a political factor that can affect the performance of organizations in European market. Poor economic due to Covid 19 pandemic can be considered as economic challenge that can affect the global operations of Tesco PLC (Turner, 2017Rustam, 2020). Geographical diversity and religious diversity in local market also can affect the business operations of organization. Same as these various environmental and legal factors need to be considered by the organization. This is how various external factors must be considered by the organization to perform employee resourcing and talent management to avoid the negative impact of these factors.
Importance of Learning and Talent Development
Learning and Talent Development both aspects are important for Tesco PLC. These aspects are important to improve the performance of company in global market. This is important for the organization to focus on learning and talent development in the organizational practices to meet the business objectives of company in global market. The learning and talent management process can be used by the organization to improve the performance of organization in global market and provide satisfactory output to the stakeholders of the company. This how Learning and Talent development is important for the business process of the company.
Learning and Talent Development Theories
There is two types of learning processes are used in the business organization like Tesco PLC to improve the knowledge of the employees (Sigilai, 2019). Formal and informal two learning types that can be used by organizations. Formal learning is process that can be used by organizations in which specific learning goals can be targeted by the company. In informal learning process, no specific learning objectives are considered in the learning practices. Classical conditioning and cognitive learning theory can be considered for the organization to improve the learning practices for the workforce of the company.
Classical Conditioning- This theory is based on a type of conditioning in which an individual responds to the stimulus that would not ordinarily produce such as response. This process is associated with the particular thing in environment with the prediction of future. This theory can be used by the HRM of Tesco PLC to learn about the impact of individuals activities on the internal operations of organization in future. This can be helpful for organization to develop the individual’s capability to decide on organization.
Cognitive Learning Theory- Basic concept of this theory is based on development of knowledge as per actions of individuals in organization and conditions in surrounding environment. All information related to individuals and environment can be used to improve the performance of organization in target market.
Talent Development Process
Talent development is considered an important aspect that can be used by the organization to improve the workforce of organization and improve their capability to perform in target market. Organizations can use specific processes for talent development in the company. A talent development plan can be consists of different stags that can help the organization for talent development and retention (Mtinda, 2019). Major stages that are followed in the talent management process are- Identification of organization goals, identify the organizational driver and challenges of organization, gap identification. HR priorities and goals, inventory talent management processes or functions to address the gaps and measure the results and communicate contribution. This specific process can be used to develop talent development plan in the workplace of Tesco PLC. This plan can be used by the organization to improve the talent management and development process in company.
This report is concluding information about employee resourcing and talent development process that is used by Tesco PLC in business operations. Various aspects related to employee resourcing and talent development have been analysed in the report. The impact of different factors has been analysed on the employment conditions on the global level. The strategic significance of employee resourcing and talent development has been analysed in report. More critical information related to the learning and talent development process also has been evaluated in the report.
Managing the human resource in an effective manner is considered to be one of the most important tasks for businesses. The HR department of the company focuses on managing the human resources in an effective manner and in they focus on developing better employee relations in the firm. Employee relations are referred to like the relationships between the employees of the company and the businesses focus on creating healthy and positive relations between the employees (White, et. al., 2020). The present report focuses on explaining the different concepts of employee relations and will discuss that how the different factors are affecting employee relations within the firm. For explaining all the concepts in detail the report will consider the case of Tesco which is a retail company and is delivering a wide range of products and services to its customers. The report will also focus on explaining that how employee relations are affecting the organizational performance of the company.
Theoretical Perspectives of Employee Relations
When the individuals are working together then it is important that they should have positive relations among them which can help them in working in an effective manner. The employees of the company and the employer should also have better employment relations as they are having a significant impact on the performance of the employees in the organization. The employer expects that the employee should deliver better performance and should collaborate with the work environment of the company and should work effectively (Chaubey, et. al., 2017). On the other hand, the employee expects that the employer should give them a timely payment, should provide safe working conditions, fair treatment in the firm, and a full explanation of all the organizational policies so that they can work effectively in the firm. There is a psychological contract between the employer and the employees and both of them needs to work in an appropriate manner and should act in accordance to this psychological contract only as it would help them in maintaining better employment relation (Ciobanu, et. al., 2019).
The theoretical perspective of employee relations provides a detailed understanding of employee relations within the firm. According to the unitarist perspective, the entire organization is a harmonious group and all the employees of the firm are sharing a common purpose (Wang, et. al., 2019). According to this perceptive, it is important for businesses to focus on developing positive relations for developing mutual cooperation. In contrast to this according to the perspective of the pluralist the firm is having different sectional groups and the management and the trade unions are important sectional groups. According to the pluralist perspective if the conflicts related to the employee's relations are managed well then they can bring positive change.
Other than these two the third perspective of the employee relation is the Marxist perspective and according to this perspective the inequalities between the role of the employer and the employees are having an impact on employee relations and it also develops conflicts. The concept of individualism and collectivism in the context of employee relations is very important. It can be said that in the employment relationship both the individual and group dynamics are involved so it is important for the businesses to focus on both the concepts for developing better relations with the employees.
Impact of Environmental Factors on Employee Relations
While working in an organization the different factors of internal and external business environment are having a significant impact on the employee relations within the firm. Social factors are one of the important factors which are having an higher influence on employee relations. It is important for the company to focus on creating a positive and healthy work environment that can help them in creating a healthy social environment. Along with this if the social environment of the workplace is stressful then it will have an adverse impact on the productivity, communication, cooperation, and health of the employees (Rahman, and Taniya, 2017). If the social environment involves the practices such as discrimination or bullying then it will increase the risk of conflicts and will have a significant negative impact on the employee's relations and might lead to employee dissatisfaction and may increase employee turnover.
The political and economic factors are also playing a major role in the employment relationships. The amount of money spent by the company on the salary, training, and benefits to the employees affects employee relations. It is important for the company to consider that the economic factors are having an higher influence on the behavior of the employees and affect the employment relations and employee relations as well so the firm should focus on offering better pay and benefits to the employees. Different political factors are also having an higher influence on employee relations (Diamantidis, and Chatzoglou, 2019). The different laws related to employment and employees are required to be considered by the businesses and followed properly as these laws are also having an impact on employee relations. Now if we consider the impact of technological advancement on employment relations then the increasing technological advancement is improving the working process and also improving the work quality and this is leading to a positive impact on the employment relations as well.
Role of Employment Law in Employee Relations
When the employee is working with any of the employers then there are a different set of rules and laws which are required to be followed by both the employers and the employees of the company. The government had developed an employment law which is required to be followed by all the employers and employees properly and this law protects the rights of both the employers and employees (Galvin, 2019). The employment law includes the laws related to the different things such as the pay, compensation, benefits offered by the employer, paid leaves, working hours, workplace safety, immigrant employment and several other law which can protect the rights of the employer and employee both and can develop better relations between them. It can be said that the employment law regulates the relationship between the employees and the employers which creates positive relations between them. Or it can be said that the employment law deals and governs with the things which can be expected by the employees from their employers and what the employers can ask to do to their employees. The employment law protects the rights of the employees within the workplace and helps in generating better employment relations (Ali, et. al., 2018). Thus it can be said that the employment act is playing a crucial role in creating better employment relations and promote the better performance of the employees in the company.
The Role of Government in Employee Relations
The government being an important stakeholder is having a major role to play in all the business activities and the government is also playing an important role in employee relations as well. The government is benefitted from all the different economic activities and due to this reason the government focuses that the businesses should offer a safe and healthy working environment and should have better relations with their employee. This would have helped them in promoting employee and employer satisfaction and this will have a positive impact on the productivity and profitability of the company (Inversi, et. al., 2017).
The government develops several laws, policies, and regulations for developing better relations between the employer and employees. The laws related to employment such as the right to employment and the right to work helps the businesses and employees in connecting with one another and developing better employment relations. Along with this, the laws related to the discrimination and equality of the employees within the workplace are important rules which are required to be followed by the employers and these rules also develop better relations between the employer and employees and within the employees themselves. Also, rules related to the pay and benefits made by the government which is required to be followed by the employers are also having a positive impact on the employment relations and helps the organization in creating more employee satisfaction (Jaehrling, et. al., 2018). Thus, it can be said that the government is playing an important role in creating positive relations within the workplace and with the employer and the employees.
Impact of Trade Unionism on Employee Relations
When the employees are working in any of the organisations then it is important for the employers to focus on the rights of the employees and the employer needs to ensure that the employees are treated fair and their rights are protected. In the present business world the employees focuses on developing the trade unions or labour union which are generally referred as the organisation which are working for the common interest of all the members of the trade union (Allern, and Bale, 2017). Trade unionism promotes better relations between the employers and the employees because it focuses on collective bargaining on the different issues or the demand of the employees. Generally when the trade union raises any of the issue then the employer and the trade union negotiates on it and then creates better relationships between the employees and the employer. Thus, it can be said that the trade unionism is also having an positive impact on the employee relations (Chase, 2017).
Role of Management in Employee Relations Within an Organisation
The management of the company plays an important role in maintaining positive relations in the organisation. One of the most important task of the management of the company is to ensure that all the employees should feel values in the company and they should feel comfortable with their colleagues then only they would be able to work in an effective manner. The manager of the company needs to focus on having better communication with the employees of the company which would help them in understanding the employees effectively (Al Mamun, and Hasan, 2017).
The human resource management department of the organisation focuses on developing better strategies which can help them in creating an positive workplace environment and developing healthy relations in the organisation (Dau-Schmidt, 2017). The employee relation manager also helps the management in understanding the employees of the company in an effective manner. Employee relation manager is responsible for solving the different issues of human resources on the behalf of the company. It can be said that the human resource management department of the company focuses on solving the conflicts between the management and the human resource management so that better relations can be developed between them.
Integration of Employment Relations Process and Their Impact on Organisational Outcomes
Employees of the company play an important role in the business performance of the company and on the overall productivity as well. The relations between the employees of the company and the employer are having a direct impact on the success and performance of the firm because both are the most important factors for the organization (Andersén, and Andersén, 2019). It can be said that it is important for the businesses to develop effective strategies, plan, and procedures which can help them in maintaining positive relations in the organization. The case company Tesco is focusing on having effective leadership in the company which can support in developing positive employee relations and improving the performance of the employees within the organization. Along with this, the case company focuses on developing a healthy workplace environment that promotes better cooperation, collaboration, and teamwork among the employees of the company and this helps in increasing the productivity of the firm and developing better relations (TSHUKUDU, 2021).
Then individuals belonging to different backgrounds are working together then there are chances that they might face issue while working with one another. Many times the conflict situations arise and the management needs to manage the conflict in an effective manner. If the company is having positive employment relations then it makes it easy for the organization to solve the conflicts as they receive better support from the employees of the company. It can be said that positive employee relations help businesses in a number of ways and it is also having a significant impact on organizational outcomes (Ali, et. al., 2018).
Employee Participation and Involvement in Decision-Making Process
Decision-making is an important process for businesses and organizations need to make a lot of decisions for managing the business operations in an effective manner (Putri, et. al., 2019). When the organization is focusing on managing the employee relationships effectively then it is important for the organization to start involving the employees of the company in the decision-making process of the company. The case company is focusing on involving the employees in the decision-making process in an effective manner. Tesco had implemented the participant leadership or the democratic leadership in which the leader of the company focuses on involving the employees in the decision-making process of the company (Woods, 2020). It can be said that Tesco focuses on listening to the employee’s voice and this helps the organization in developing better employment relationships.
The interpersonal skills of the managers and the leaders of the organization are having a higher impact on the employees of the company (Alam, and Raut-Roy, 2019). If the organization wants active participation from the employees in the decision-making process of the company it is important that the leaders should focus on developing better relations with the employees and should communicate with them in an effective manner. One of the advantages of involving the employees in the decision-making process of the company is that it makes employees feel more valued in the company and responsible as well. The managers and leaders of Tesco focus on increasing employee engagement as it helps them in developing better employee relations and also helps them in encouraging the employees to take part in the decision-making process of the company (Awadari, and Kanwal, 2019).
The above-mentioned report had mentioned the different concepts of employee relations and it is being found it is important for the businesses to have positive and healthy employment relationships and better relations among all the employees of the company. On the basis of this report can be said that the businesses should focus on all the different factors which are having an impact on the performance of the employees. The case company Tesco is also focusing on maintaining positive relations which are helping them in having an effective organizational performance.
Books and Journals
Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view.Problems and Perspectives in Management, (15, Iss. 1), pp.63-71.
Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco: Evidence from Selected Stores in UK.Indian Journal of Industrial Relations,55(1).
Ali, M., Lei, S. and Wei, X.Y., 2018. The mediating role of the employee relations climate in the relationship between strategic HRM and organizational performance in Chinese banks.Journal of Innovation & Knowledge,3(3), pp.115-122.
Allern, E.H. and Bale, T. eds., 2017.Left-of-centre Parties and Trade Unions in the Twenty-first Century. Oxford University Press.
Andersén, J. and Andersén, A., 2019. Are high-performance work systems (HPWS) appreciated by everyone? The role of management position and gender on the relationship between HPWS and affective commitment.Employee Relations: The International Journal.
Antoniu, E., 2019. TALENT MANAGEMENT–A KEY COMPONENT OF BUSINESS SUCCESS.Scientific Bulletin-Economic Sciences.18(1). pp.49-56.
Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of Tesco PLC.International Journal of Financial, Accounting, and Management,1(2), pp.91-99.
Bibi, M., 2019. Impact of talent management practices on employee performance: an empirical study among healthcare employees.SEISENSE Journal of Management.2(1). pp.22-32.
Chase, M., 2017.Early trade unionism: fraternity, skill and the politics of labour. Routledge.
Chaubey, D.S., Mishra, N. and Dimri, R.P., 2017. Analysis of employee relationship management and its impact on job satisfaction.Journal of Arts, Science & Commerce, 8 (2), pp.16-25.
Ciobanu, A., Androniceanu, A. and Lazaroiu, G., 2019. An integrated psycho-sociological perspective on public employees’ motivation and performance.Frontiers in Psychology,10, p.36.
Dau-Schmidt, K.G., 2017. The impact of emerging information technologies on the employment relationship: New gigs for labor and employment law.U. Chi. Legal F., p.63.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an empirical approach.International Journal of Productivity and Performance Management.
Galvin, D.J., 2019. From labor law to employment law: The changing politics of workers’ rights.Studies in American Political Development,33(1), pp.50-86.
Gandy, R., Harrison, P. and Gold, J., 2018. Talent management in Higher Education: Is turnover relevant?.European Journal of Training and Development.
Inversi, C., Buckley, L.A. and Dundon, T., 2017. An analytical framework for employment regulation: investigating the regulatory space.Employee Relations.
Ioannis, N. and Latsias, A., 2017. Employee Resourcing and Appraisal & Talent Management March 2017.
Jaehrling, K., Johnson, M., Larsen, T.P., Refslund, B. and Grimshaw, D., 2018. Tackling precarious work in public supply chains: A comparison of local government procurement policies in Denmark, Germany and the UK.Work, Employment and Society,32(3), pp.546-563.
Kadiri, I.B., 2017. Talent management and employee engagement: A study of Guaranty Trust Bank in Ilorin Metropolis.
Kamel, N., 2019, November. Implementing Talent Management and Its Effect on Employee Engagement and Organizational Performance. InAbu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers.
Kavoo, J.M., 2018.Effect of Talent Management Practices on Employee Morale in Legal Firms in Nairobi(Doctoral dissertation, United States International University-Africa).
Krebs, B.P. and Wehner, M.C., 2020. The Relationship between Talent Management and Performance.Antecedents and Performance Consequences of Talent Management. p.38.
Lekgothoane. P., Maleka, M. and Worku, Z., 2018. Talent Management Predictors that Adversely Affect Job Satisfaction at a South African Parastatal.Journal of Economics and Behavioral Studies.10(2 (J)). pp.199-208.
Luvuno, A., 2019.Influence Of Globalization On Employee Resourcing Strategies Of International Technological Firms In Nairobi(Doctoral dissertation, University of Nairobi).
Matata, C.M., 2017.Effect of Talent Management Practices on Employee Morale: A Case of Kenya Commercial Bank Limited(Doctoral dissertation, United States International University-Africa).
Mtinda, F.S., 2019.The Effects of Talent Management Practices on the Performance of the Executive Agencies in Tanzania: The Case of Tanzania Public Service College(Doctoral dissertation, The Open University of Tanzania).
Naim, M.F. and Lenka, U., 2017. Talent management: A burgeoning strategic focus in Indian IT industry.Industrial and Commercial Training.
Putri, E.M., Ekowati, V.M., Supriyanto, A.S. and Mukaffi, Z., 2019. The Effect of Work Environment on Employee Performance Through Work Discipline.International Journal of Research-GRANTHAALAYAH,7(4), pp.132-140.
Rahman, M.S. and Taniya, R.K., 2017. Effect of employee relationship management (ERM) on employee performance: A study on private commercial banks in Bangladesh.Human resource management research,7(2), pp.90-96.
Ridgway, M., 2019. Brexit: human resourcing implications.Employee Relations: The International Journal.
Rustam, H., 2020. Talent Management: Improvement of the Employee Selection and Retention Process through Service Design: Development of The Employee Journey Map to impact employee retention.
Sigilai, R.C., 2019.Influence Of Talent Management Practices On Employee Commitment In The Kenyan Public Service: A Case Of State Department For Infrastructure(Doctoral dissertation, University of Nairobi).
Sohel-Uz-Zaman, A.S.M., 2018. Understanding the Fundamentals of Talent Management for Effective Business Application.International Journal of Economics, Finance and Management Sciences.6(3).
Taylor. S., 2018.Resourcing and talent management. Kogan Page Publishers.
TSHUKUDU, T., 2021. CONFLICT MANAGEMENT SYSTEMS USED TO PROMOTE EMPLOYEE RELATIONS IN THE BOTSWANA EDUCATION SECTORTE.European Journal of Social Law/Revue Européenne du Droit Social,51(2).
Turner, P., 2017.Talent management in healthcare: exploring how the world’s health service organisations attract, manage and develop talent. Springer.
Wang, T., Long, L., Zhang, Y. and He, W., 2019. A social exchange perspective of employee–organization relationships and employee unethical pro-organizational behavior: The moderating role of individual moral identity.Journal of Business Ethics,159(2), pp.473-489.
White, L., Lockett, A. and Currie, G., 2020. How does the availability and use of flexible leave influence the employer–employee relationship?.Human Resource Management,59(5), pp.445-461.
Widodo, W. and Mawarto, M., 2020. Investigating the role of innovative behavior in mediating the effect of transformational leadership and talent management on performance.Management Science Letters.10(10). pp.2175-2182.
Woods, P.A., 2020. Democratic leadership. InOxford Research Encyclopedia of Education.