All these policies are closely knitted with one another. Human resource management components cannot be separated from each other and they together denote effectiveness of the approach. Tesco employs approximately 310,000 people in its UK branch. The company witnessed certain challenges in terms of declining sales margin and falling share price value. This aspect greatly affected employee base and it was essential to boost up their morale. In this report, drawbacks in HR policies of the company shall be highlighted along with some recommendations to be implemented in the system.
HR practices and policies revolve around various theoretical frameworks. These frameworks basically state the need for human resource management strategies. Employees should be motivated in every sphere of workplace simply because they are the most valuable asset of an organization. Recruitment and selection procedure are basic methods through which a pool of talent is structured within an organization. These initial methods are then followed by the training and development approach. Learning plays an important role in organizational success (Torrington, Hall and Taylor, 2014). A learning organization is always more productive in comparison to other firms. Kolb’s learning cycle includes different components that are generally focused on by HR practitioners. Figure1 further elaborates this cycle.
As per figure1, the first phase of this learning cycle is to identify probable learning need. On basis of this need, learning opportunities are appropriately designed. This eventually leads to influencing candidates so that they are able to opt for these opportunities. The last phase of this cycle is critical since it denotes effectiveness of entire learning program (Bonnici, 2011). Evaluation phase helps a team leader to analyze overall impact of learning program on employees.