Synopsis Of Tesco As A Company Business Essay

Synopsis Of Tesco As A Company Business Essay Tesco is the largest UK based supermarket and the worlds third largest grocery retailer with stores across Europe, USA and Asia. Tesco has a well-established and long-term strategy for growth. Tesco has net profits of around  £3 billion before tax. The objectives of the strategy are: Tesco was founded in 1919 by Jack Cohen selling groceries in the markets of Londons East End. Tesco brand first appeared in 1924 when Cohen bought stocks of tea from T.E. Stockwell. They combined their names to form TESCO. In 1929, the first Tesco store opened in North London. Since then Tesco has expanded rapidly by opening more new stores and retail services, while adapting to consumers needs. In 1961, Tesco Leicester entered the Guinness Book of Records as the largest store in Europe. In 1968 Tesco opened its first superstore in Crawley, West Sussex. By the 1970s Tesco diversified into other products and opened its first petrol stations in 1974. In 1992, Tesco launched its slogan every little helps, followed by the Tesco Value range in 1993 and the Tesco Club card in 1995, helping Tesco to overtake Sainsburys as the UKs largest food retailer. Tesco.com was launched in 2000, followed by Tesco broadband in 2004 and Tesco Direct in 2006. Tescos Personal Finance Acquisition was completed in 2008. Tesco has now over 2,200 stores with 280,000 employees in the UK. From 1994 to 2007 Tesco expanded overseas by opening stores in Hungary, Poland, the Czech Republic, Slovakia, Rep. of Ireland, Thailand, South Korea, Taiwan, Malaysia, Turkey, Japan, China and US under the name Fresh Easy. Last year Tesco announced plans to establish cash and carry business in India. TASK 2: Literature Review Differences between human resource management and personnel management Human resource management (HRM) is defined as a strategic and coherent approach to the management of an organisations most valued assets the people working there who individually and collectively contribute to the achievement of its objectives. (M Armstrong) Personnel management (PM) is concerned with obtaining, organising and motivating the human resources required by the enterprise. (M Armstrong) The concept of HRM places greater emphasis on: Integration with the business strategies rather than focusing on delivering basic services such as recruitment and training Adopting a management and business-oriented philosophy Using unitary approach rather than pluralist approach Treating people as assets (human capital) rather than costs Personnel management is workforce-centred, directed mainly at an organisations employees covering issues such as: Finding and training them, Arranging for them to be paid Satisfying employees work-related needs, Dealing with their problems and Seeking to change management action that could produce an unwelcome employee response. HRM is resource-centred, directed mainly at management needs for human resources (not necessarily employees) to be provided and deployed. Demand rather than supply is the focus of the activity. There is greater emphasis on planning, monitoring and control rather than mediation between employee and employer. Role of human resource (HR) practitioner The main roles of HR practitioners are: The strategic role To formulate and implement forward-looking HR strategies that are aligned to business objectives and integrated with one another. To contribute to the development of business strategies. To work alongside their line management colleagues to provide on an everyday basis continuous support to the implementation of the strategy of the organisation. The business partner role As business partners, HR specialists share responsibility with their line management colleagues for the success of the enterprise and get involved with them in implementing business strategy and running the business. The change agent role HR specialists act as change agents, facilitating change by providing advice and support on its introduction and management. The internal consultant role As internal consultants, HR practitioners work alongside their clients in analysing problems, diagnosing issues and proposing solutions. The service provider role As service provider, HR practitioners provide services to internal customers. The guardian of values role HR practitioners may act as the guardians of the organisations values and ethical standards concerning people. They point out when behaviour conflicts with those values or where proposed actions will be incompatible with them. Role and responsibilities of line managers in HR practices HR can initiate new policies and practices but the line managers have the main responsibility for implementing them. Line managers can achieve better ownership if: The practices benefit them. They are involved in the development and the testing of the practices. The practices are not too complicated, bureaucratic or time-consuming. Their responsibilities are defined and communicated clearly. They are provided with the guidance, support and training required to implement the practices. Human resource planning The need for HR planning HR planning determines the HR required by the organisation to achieve its strategic goals. HR planning at Tesco aims to ensure that the organisation has the right number of people with the right skills needed to meet forecast requirements. It also ensures that people with the right type of attitudes and motivation are available, who are committed to the organisation and engaged in their work, and behave accordingly. The process of HR planning Scenario planning: Making broad assessments of future developments in the organisations external environment and in the organisation itself and their likely impact on people requirements. Demand forecasts: Estimating the organisations future needs for people by reference to corporate and functional plans and forecasts of future activity levels. Supply forecasts: Estimating the supply of people to the organisation by reference to analyses of current resources and future availability, after allowing for wastage. Action plans: Deciding on what action to take to deal with shortages or surpluses of people. Recruitment process in two organisations Recruitment is the process of finding and engaging the people the organisation needs. Recruitment planning A recruitment plan covers: Number and types of employees required to cater for expansion or new developments and make up for any deficits. Sources of candidates. Plans for tapping alternative sources. How the recruitment programme will be conducted. Recruitment process at Tesco plc: At Tesco, HRM is regarded as an important activity, covering everything from recruitment to management development. The company aims to increase the number of training schemes and further develop its recruitment programmes so to provide the customer the benefits of a well recruited, well trained staff. For the Graduate Schemes, Tesco has planned to recruit 200 successful University leavers for 2010/11 intake. Applications are opened from September 2009, including Tesco Telecoms and Environmental Engineering. For the A-Level Schemes, 18 years school leavers have to follow a 12 months course in management that involves a store familiarisation programme of 3 weeks and a leadership and technical training. The Scheme, for those with 180 UCAS points offers candidates a 6 months management programme. Recruitment process at McDonalds: McDonalds is a franchise business. It is the largest food service company in the world with more than 30,000 restaurants serving more than 47 million people each day in 121 countries. Recruiting and selecting and appointing all new staff are under the operations department in McDonalds Training at McDonalds: The franchise system provides training for the franchisees, managers and their employees, usually done both at the franchisors home office and the franchisees place of business. This training prepares them in all facets of the business, including: purchasing and inventory maintenance, handling customer complaints, dealing with employee matters, etc. The level and length of training will vary from system to system. Interview as a selection technique The aims of an interview The purpose of an interview is to obtain the information required to decide on the extent to which candidates fit a person specification for the job. An interview can be described as a conversation with a purpose. It is a conversation because candidates should be induced to talk freely with their interviewers about themselves, their experience and their careers. Such a meeting enables judgements to be made by the interviewer on whether the candidate will fit the organization. Although these judgements are entirely subjective and are often biased or prejudiced, they will be made. But the conversation has to be planned, directed and controlled to achieve the main purpose of the interview, which is to make an accurate assessment of the candidates suitability for a job. Procedures involved in an interview: Interviewing arrangements: The candidate should be informed about the location and time for the interview and the next step after the interview. Preparing for the interview: Study the person specification and the candidates application form and/or CV, and identify those features of the applicant that do not fully match the specification so that these can be probed more deeply during the interview. Planning an interview: Consists of: welcome remarks; getting information on the candidate to assess against the person specification; provide candidates information about the organisation and the job; provide candidates information about the organisation and the job; answering questions from the candidate; and closing the interview with an indication of the next step. Types of interviews: Decide on which types of interview to be used. Timing the interview: For routine jobs, 20 to 30 minutes maybe enough while for demanding job one hour my be necessary. Interviewing techniques: Starting and finishing; asking questions. Selection interviewing skills: Establishing rapport; listening; maintaining continuity; keeping control; note taking. Coming to a conclusion: Candidates should be assessed against their knowledge; skills; competencies education; qualifications; training; experience; and overall suitability. Alternative selection methods: Selection tests: They provide more valid and reliable evidence of levels of intelligence, abilities, aptitudes, personality and attainments than can be obtained from an interview. It is best to combine them in a selection procedure with structured interviews. Assessment centres: They provide good opportunities for candidates to decide on the extent to which candidates fit a person specification for the job. The focus is centred on behaviour; group exercises and one-to-one role-play are used to predict behaviour on the job; several candidates are assessed together to allow interaction; several assessors and observers are used to increased the objectivity of the job. Work samples: Candidates are asked to take on mini-jobs in a selection situation where they can be assessed, for examples by a typing test for keyboard skills; role-playing; group decisions; presentations; or reports. Selection practices and procedures in two organisations compared to best practice Selection at Tesco involves choosing the most suitable people for a vacancy, while keeping the laws and regulations of employment. Tesco uses screening as part of the selection process to ensure that those selected candidates for interview match the job requirements. Tesco selectors start screening by first looking carefully at each applicants curriculum vitae. Tesco uses several stages in the process of selecting candidates: After passing the screening a candidate attends an assessment centre. The managers run the assessment centres in stores. Applicants should go through either team-working activities or problem solving exercises. An interview then is carried out for those candidates approved by assessment centres. Line managers responsible for the job offer have to participate in the interview to ensure that the candidate fits the job requirements. Selection at McDonalds: Selection is quite different from Tesco in the way that there are no screening and assessment centres. Here the manager only conducts an interview to identify an applicants potential to be a successful McDonalds employee. McDonalds prepares an interview guide to help the company forecast the applicants past behaviour and its influence on his future performance. The questions look for actual events or situations based on behavioural evidence in the applicants life history that fits with the specification for the job. Candidates are rated on their responses and those who earn the highest ratings are selected for the job. Process of job evaluation and the main factors determining pay Job evaluation is important in the reward management as it deals with equal pay for work of equal value. Approaches to job evaluation Job evaluation can be analytical or non-analytical. Analytical job evaluation schemes: Process of making decisions about the job value, which are based on a process of breaking down the whole jobs into a number of defined factors such as responsibility, decisions and the knowledge and skill required. It is systematic and judgemental. Non-analytical job evaluation schemes: Enables the whole jobs to be compared to place them in a grade or a rank order they are not analysed by reference to their factors. Choice of approach: Analytical job evaluation is the most common approach to job evaluation. The two main types of analytical job evaluation schemes are the point-factor schemes and analytical matching. Point-factor job evaluation scheme: Jobs are broken down into factors. Each factor is divided into a hierarchy of levels. Evaluators consult job description. A maximum point score is allocated to each factor. The total score for a factor is divided between the levels to produce the numerical factor scale. The complete scheme consists of the factor and level definitions and the scoring system. This comprises the factor plan. Points are allocated to jobs under each factor. The separate factor scores are then added together to give a total score, which indicates the relative value of each job and can be used to place the jobs in rank order. Market pricing Jobs can be also valued by their market rates market pricing. Market pricing is the process of obtaining information on market rates to inform decisions on pay structures and individual rates of pay. It is called extreme market pricing when market rates are the only means to decide on internal rates of pay and relativities, then conventional job evaluation is not used. Reward systems A reward system consists of policies, processes, practices and procedures that combine to ensure that reward management is carried out effectively for the benefit of the organisation and its employees. Examples of reward systems are: Total reward Total reward includes a combination of rewards, namely financial rewards such as basic pay, contingent pay, employee benefits; and non-financial rewards, which arise from the work itself. These rewards are linked together and treated as whole. Basic pay: Is the amount of money that constitutes the rate for the job. It varies according to the grade of the job or the level of skill required. Contingent pay Performance related pay: Additional financial rewards related to performance, competence, contribution, skill or experience that may be added to basic pay. Employee benefits: They include pensions, sick pay, insurance cover, company cars and annual holiday pay. Non-financial rewards: They do not involve any direct payment. They arise from the work itself, e.g. achievement, autonomy, recognition, and scope to develop skills. Tesco employs over 285,000 employees. They offer package of pay and benefits childcare vouchers and two share schemes: Save as You Earn and Buy as You Earn. Their Shares in Success scheme rewards employees who work hard with free Tesco shares and their award-winning offers pension scheme, which consists of 160,000 employees building a pension based on their earnings and service. Link between motivational theory and reward The process of motivation Motivation can be described as goal-directed behaviour. Types of motivation: Intrinsic motivation: The self-generated factors that influence peoples behaviour which may arise from the work itself. Extrinsic motivation: This occurs when something needs to be done to motivate people. Some people are self-motivated. However, most people need to be motivated to a lesser or greater extent. Organisations should provide high levels of motivation that can be achieved by using a range of rewards system in an attempt to satisfy employees needs so that they are motivated to work. Organisational approaches to monitoring performance The aim of performance management is: Empowering, motivating and rewarding employees to do their best. Armstrong World Industry It includes: Reward and recognition: Creating structures that maximise recruitment, retention and motivation; obtaining the best performance from the people available. Performance improvement throughout the organisation, for individual, team and organisational effectiveness Managing behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. Organisations should continuously monitor their employees performance so that they make their best contribution. The approaches should centre on understanding the purpose of an organisation and its structure. They play emphasis on the planning of work, technical requirements, principles of management and behaviour. Attention is given to the division of work, duties, responsibilities, maintaining specialisation and co-ordination, hierarchy of management and formal organisational relationships. Tesco effectively controls the performance of their employees so that they can lead the UKs retailer. Tesco has a range of processes and techniques within their stores to monitor the performances of their employees. Tescos managers monitor their employers and the organisation through: Planning and setting goals and objectives; establishing standards of performance; correcting mistakes and taking prompt action. Exit procedures used by two organisations compared to best practice Exit procedures at Tesco and McDonalds On or before the employees last day request a letter of resignation. This letter provides documentation of the employees intention to resign, allowing the department to post and refill the position more efficiently. It should contain the last day of active work, the last day on payroll, and the reason for leaving. Prepare a notice of termination terminating the employee, obtain authorising signatures. Advise employee to: As soon as possible on or after employees last day, as appropriate -Cancel telephone and IT system accesses. -Cancel departmental computer passwords and computer accounts. -Cancel employees bank details. Selection criteria for redundancy The selection criteria used by the employer must be clearly defined so that they can be applied reasonably to each candidate. Selection criteria for redundancy includes: Duration of service and experience How long was the employee absent from work (last in, first out). Measure of skills and knowledge Qualifications, aptitude and performance, Attendance and disciplinary records. Conclusion The aim of human resource management is to ensure that the organisation is able to achieve success through people. My findings reveal that the introduction of strategic HR policies at Tesco has broadens the scope of the business by expansion of new markets in UK and abroad. Tescos HR strategy is based on long term perspective that addresses about how the best return can be obtained from the human resources available now and in the future. Tesco aims to get the right number of the right sorts of people in the right place at the right time and ethically getting rid of them when they are not needed. Tesco creates an environment in which employees and others associates get the necessary knowledge, skills and attitudes. Tesco manages the hard (structure, systems) and soft (culture, values) features of the organisation. Tesco creates structures that maximise recruitment, retention and motivation; obtaining the best performance from the people. Reference Module Tutor Lecture notes and emails: Sabir H Jafri., Managing Human Resources (Unit 1) H1, HND in Business. London: Guildhall College Websites: .http://www.lonympics.co.uk/new/Tesco.htm http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf http://www.tescoplc.com/plc/about_us/strategy/. http://www.tescoplc.com/plc/about_us/strategy/non_food/ http://www.telegraph.co.uk/finance/markets/2788089/A-history-of-Tesco-The-rise-of-Britains-biggest-supermarket.html http://www.tescoplc.com/plc/media/pr/pr2009/2009-09-17/ http://www.hrmguide.co.uk/hrm/chap8/ch8-links6.htm http://www.redundancyhelp.co.uk/LegFair.htm http://www.uwex.edu/secretary/policies/section10/S10-Exit.pdf http://www.thetimes100.co.uk/downloads/tesco/tesco_13_full.pdf http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+%28McDonalds%29HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukcd=5HYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukhl=enHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McD onalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukct=clnkHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukHYPERLINK http://66.102.9.132/search?q=cache:XEsdkNJC0LcJ:www.thetimes100.co.uk/downloads/mcd/mcd_10_3.doc+selection+practices+and+procedures+(McDonalds)cd=5hl=enct=clnkgl=ukgl=uk http://hr.concordia.ca/eed/pdf/exit_procedure.pdf

Nutritional Study Worksheet Essay

Select one of the following topics to research: Coffee or caffeine Eggs Low-fat diets Low-carb diets Other nutrition topic approved by your instructor Research your topic using 2 nutrition articles that discuss your topic, but provide opposing viewpoints. Use the Internet, the University Library, or the search links provided in the Week 2 Electronic Reserve Readings to locate the articles. Write 50- to 200-word responses to each of the following questions based your findings. Use your own words and provide examples to support your answers. 1. What topic did you choose? Discuss the position of each of the two articles you selected. I choose eggs for this assignment. Each artlice talks about different nutritional value of eggs. For example one article focuses on how eggs can affect a persons hunger and in return help them maintain a healthy calorie count which can help them to maintain a healthier weight. The second article focused on how eggs are with cholesterol. 2. What health claims are stated in the articles, such as drinking coffee every day will lower one’s risk for cancer? The first article I read talked about eggs helping you control a hunger. They  claimed that eggs are healthier alternative to control your hunger. They did a study on a group od obese indiviuals who ate eggs with toast and low car jelly, and the second group ate a bagel with cream cheese and nonfat yogurt. Study showed that the group eating eggs was statisfied longer, which in return had them eating less. The second article I read talked about how eggs don’t affect your cholesterol. They had two diferent groups of healthy adults. The first group ate eggs for breakfast and the second group ate oatmeal. The study showed that eggs didn’t affect there cholestreal, it didn’t rise or lower it. 3. Do any of the articles’ claims seem too good to be true? Does it seem that the authors are seeking personal gain in any way? Explain your answers. I don’t think the articles seem to good to be true, they compared to different groups to one another to see if there hypothesis was either supported or not. They didn’t seem one sided, or trying to get personal gain from the statemetns. They were done by different schools, they were tring to better understand eggs, and the health of individuals. 4. What are the respective sources of these articles (testimonials, peer-reviewed study)? Both my articles were study completed by different schools such as Yale, and Saint Louis University. I would trust these sources the articles where put togethere by Science Letter Editors, â€Å"NewsRX†. So they were studies completed by different Universitys, which is how we obtain a great deal on other medical information. 5. Is the information presented in each article new or has it been studied extensively over time, achieving the same results? Both articles did there study over time. The first study about eggs affecting your hunger, they randomly separated the obese indiviuals in the study into two different groups had them eat the different breakfast meals prepared for the study. The study for the eggs affecting cholesterol as well was done  over time, they separated the healthy adults into two groups. They did mention in the article though that they did see the indivuals eating oatmeal had lower cholesterol. 6. Now that you have gone through the details of each article, do you have any reservations about the information in either one? If so, explain why. Has the process of analyzing the two articles changed your opinion on the topic? Explain your answer. I never thought much about eggs filling you more then other foods. I do eat eggs for breakfast I just don’t eat too much because I tend to get tired of them quickly. However I have heard things about how they affect your cholesterol, since I am young I am not concerned about my cholesterol levels. However now reading an article about a study that has been conducted I am informed so I can compare the knowledge I gained from it to other articles I may read in the future. Diet & nutrition; egg nutrition center-cofunded study indicates eggs for breakfast aid weight control. (2006). Science Letter, , 510. Retrieved from http://search.proquest.com/docview/209128523?accountid=458 Diet & nutrition; study suggests that eggs may not contribute to heart disease in healthy adults. (2005). Science Letter, , 559. Retrieved from http://search.proquest.com/docview/209238077?accountid=458

Multistep Synthesis Essay - 670 Words

Results: Limiting Reactant: Eq 1 Limiting reactant = Benzoin Theoretical yield of Benzil: Eq 2 Theoretical Yield Benzil | 0.296 g | Mass of Crude Benzil | 0.188 g | Mass of Final Benzil | 0.127 g | % Yield | 43% | % Recovery | 66% | Table 1: Mass of crude/final Benzil, % yield, and % recovery Percent Yield: % Yield = (Final product/Theoretical product) x 100 Eq 3 = (0.127 g/0.296 g) x 100 = 43% yield Percent Recovery % Recovery = (Final product/Crude product) x 100 Eq 4 = (0.127 g/0.188 g) x 100 = 66% recovery Theoretical Yield Benzilic Acid: Eq 5 Theoretical Yield Benzilic Acid | 0.109 g | Final Benzilic Acid | 0.060g |†¦show more content†¦The percent yield, calculated using the theoretical and final amount of benzil, was 43% (see Eq 3). The percent recovery, calculated using the crude and final amount of benzil, was 66% (Eq 4). The melting points of crude and final benzil were 82.5 – 85.6C and 94.2C respectively (Table 3). The literature value for pure benzil is 95C and the final crystallized benzil temperature value is very close to the literature value. This testifies the purity of the experimental benzil. The melting point value of the crude was much lower and the range was much wider due to the impurities. For further conformation of the purity of experimental benzil, the infrared spectroscopy was observed. . The following functional groups were determined on the infrared spectroscopy according to their corresponding wavenumbers: aromatic, sp2 C-H bonds, and C=O/carbonyl group (Table 4). Benzil incorporates all of the above functional groups. The melting and infrared spectroscopy confirmed that the final product created was Benzil. In the following reaction, benzil was rearranged to from benzilic acid by reacting it with potassium hydroxide in ethanol. 0.100 benzil was utilized and the theoretical yield of benzilic acid was 0.109 grams (see Eq 5). 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Racial Profiling A Survey Of African American Police...

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