1.

HISTORY
2. BUSINESS STRATEGY
3. HRM
4. COMPONENT IN HRM
4.1

Organization Culture

The organization culture in such organization can be measured and can

be quickly feel by examining the way of the employee interact with
others and when we spending some times with the people there. In
Tesco, as the big player in retail industry local and internationally,
Tesco are concerned towards their customers relation and pricing
offered. The culture organization in Tesco has been shaped by the
behaviour and patterns that value Tesco in customers and price which
be driven the way that Tesco operating today.
Tescos mission and vission are interrelated in order to help Tescos
shaping their entire organzation. The stakesholder groups hold the
responsibilities in order to achieve their expectation towards better
quality services. Tesco deal with millions of individual and customers
everyday where the good reputation image reflect Tesco in retail
industry to influence their cutomers and suppliers to develop retain and
sustainable behaviors.
Through out the existance of Tesco in this industry, a few values and
principles has been develop to meet its aims of concern for customers
and employee, honesty and fairness. It shows that the diverse cultures
value have a major impact on Teso organizational culture. Showing
repect for diversification in culture boost the Tescos way of working
towards successful of the organization. Besides, the responsible culture
place the responsibilities in Tescos organization between employees
and customers in their wider community. The culture change with
respect to the patterns of behavior within the organization. Senior
managers for each branches would require an extinsive input to
adapting with the changes in the environment and to society. Everyone

in the organization involved in the culture change programme in

particularly to help support change intiatives.

4.2

Recruitment and Retention

Other than organizational culture, recruitment and retention are also

part of the component in managing human resources department at
Tesco. It is important function for talent managemnt which include
recruitment and retention to Tescos growth. InTesco, they believe that
the best talent are organization assets and they value their staff very
well. There is a unit in Tesco where they are handling with
employment specialits who devise and conducting in professional
associations to recruit the most qualified applicants. Tesco is one of the
employer of choice among the job seekers where they consider Tesco
by conducting a research to ensure the time is wisely used in
considering a job. Tescos talent management also widely publicized
and organizing the job fair to seek for a talented and attract thousands
of people who motivate and have an initiative to look for a job.
Tesco also develop a retention strategy department in order for them to
develop the strategies required in determine their potential employees
who likely most valuable for them in business. These are kinds of
employees who they believed will add a value to the organization and
valuable in business. It is range from the bonuses to the professional
development including succession planning.

In Tesco, they are

constructing a succession plan in order to identify the most promising

employees who shows an achievement to be promoted in the
organization. Apart from that, the salary increase is also another
retention strategy in Tesco. Increasing the salary of an employees who
they wanted to stay in the organization is one of the strategy applied.

4.3

Training and Development

Training can be said to be as the systematic process of developing skills,

knowledge and attitude that is required by the employees of the organization
to perform their job and tasks in an appropriate manner. The training related
to customer services helps the employees in building confidence and
develops skills to effectively interact with customers. It also aids in
developing the inner motivation within the employees and deliver great
customer value. Customers services associated training helps the employees
of the airline in improving their skills and qualities which aids them to
increase customers satisfaction. Development of good relationship with
customer groups plays a vital role in improvement in customers services and
this is also vital looking at the increased competition in the airline industry in
Malaysia. This is also vital looking at the need of the customers retention in
the todays airliner industry. So this shows the need for the adequate training
and development of the customers services personnels and developing their
knowledge and skills in order to satisfy customers and create a loyalty among
them and keep them with the company for longer duration. With the training
and development of employees the employee turnover also gets reduced
which is also high in the airline industry and this also helps in increasing the
customers satisfaction.
4.4

Rewards and Compesation

Infringebenefits,thesebenefitsencourageloyaltytoacompanyso
employeesmaystaylonger,whichalsohelpsemployeesmeetitssocial
need.Tescooffersitsbenefitspackagetobothparttimeandfulltime
employees. All employees are eligible for insurance coverage after
beingpaid60hours.Tescocomprehensivebenefitspackageincludes:
medical, dental, vision and shorterm disability insurance, mental
health dependencybenefits,andastockoptionplan.Tescobelieves
thatwithoutthesebenefits,peopledonotfeelfinanciallyorspiritually
tiedtotheirjobs.Thestockoptionsandthecompletebenefitspackage
increase employee loyalty and encourage attentive service to the
customer.
Otherthanthat,Tescoalsogivebonusesbasedonthenetprofitand
performance based bonuses. Teso as a successfulcompany is tying
compensation directly to employee performance to drive incredible

businessresults.Payforperformanceisprovidingtobeeffectiveatall
levelsandinallfunctionsofTesco.Buildingapayforperformance
culturemayseemlikeanabstractvisionforsomecompanies,however,
in Tesco, it is a considered a top tool by senior executives for
achievingbetterfinancialresults.Andforgoodreason:astrongpay
forperformance culture has the ability to unlock their employee
performancepotential,keepTescosemployeeshappy,andultimately
driveahealthierbottomline.
Payforperformance culture help Tesco increased motivation by
combiningcleardirection,qualityfeedbackandtangiblerewards,and
recognitionkey components to job satisfaction and employee
dedication.Italsoimprovedtheemployeesretention.Tescoconsiders
thatthe keyofsuccess inTesco is notthe productbutemployees.
Tescobelievesthathappyemployeesarethekeytocompetitiveness
andgrowth.ThemanagersinTescotreateachemployeeequallyand
allthestaffsarecalledpartner.Tonarrowthegapbetweenmanagers
andemployees,managerscoworkwiththebasiclevelstaffsinthe
frontline.

Tescohasawellorganisedcommunicationchannelforemployees.It
placesagreatimportanceonlabors.Forexample,managersarrange
thescheduleforeveryemployeetoheartheirrequirements.Thereare
interviewsweeklytoseewhattheyneedis.Employeesevenhavethe
righttofigureoutwhatisthebestpolicyforthem,anddirectorsshow
arespectforeachsuggestion.Besidesabovepolicies,theempowering
corporateculturehaveaidedincraftinganexceptionalstaffs.Tesco
promotesanempoweredemployeeculturethroughgenerousbenefits
programs. Employees are empowered by management to make
decisionswithoutmanagementreferralandareencouragedtothinkof
themselvesasapartofthebusiness.

5. CONCLUSION
Tesco changes the behaviors and viewpoints of global consumers to their
productandservices,andthissuccessfulexamplehascaughtglobalattention.

Itshowsthatmotivationisthekeyfactorofacompanypolicy.Inotherword,
oppositetotheprinciplesofclassicalmanagementwhichonlyconcernsabout
produce but ignore workers' ideas. In recent successful business, the
appropriate management for labors should include both financial and
emotionalrewards.Besides,motivationandpersonalsatisfactionshouldbe
put into first rank. A good relationship between managers and employees
couldmaintainahighqualityofperformance.JustlikeTesco,they usethe
correct strategy would lead to a successful path which are praticing the
strategichumanresourcesmanagement.