TESCO Gap Tool Analysis for Employee Performance Free Solution

Question: Discuss about theGap Analysis of TESCO. Answer: Introduction Gap analysis is tool use to compare the actual performance in an organization with the desired performance. It focuses on best use of resources without wasting the available resources. This help in setting a benchmark for achieving high performance rate. It identifies the gap in between the actual and the standard performance with the current available resources. Moreover gap analysis helps in choosing the ways to achieve the prospective growth. Once the management is aware about the prospective reason for failure it can eliminate them through available techniques (Franklin, 2006). A HR gap analysis helps in developing the human resource strategy for an organization. It helps in making strong staffing decision and allots the budget accordingly. Gap analysis helps the human recourse personnel to identify the loopholes in process while conducting a hiring process. It forecasts the gap in between the current available and desired workforce to achieve the desired goals Tesco is the largest multinational British merchandise and grocery store serving since 1919. It is a world renowned store which has its operations in more than 12 countries and is known for providing effective human resource services.Currently; it has an employee strength of 476,000 which is causing an effective overall growth (Our businesses.2016). TESCO is facing the major pressure from their international stores which are under performing due to unclear human resource practices. The cultural difference has created a gap in human resource recruitment which is causing a fall in their revenue. It needs to revamp the human resource strategies as per the environment condition. It has its stores in more than 12 nations which need proper attention to increase the revenue. The overall revenue has decreased which can only be improved by developing human resource structure as per the culture. For example: There is a huge cultural difference in between the Asian and European Countries which need to kept in mind by developing a GAP analysis in between the HRM policies. A thorough market research is necessary to understand the local environment for improving the overall issue (Anderson, 2014). Tesco strategies are based on simplification of the work and focusing on the employee performance. To achieve this motive they have developed a stringent human resource training structure which focuses on improving their employees productivity. Training and development is an important aspect of the HRM which cant be ignored to reduce the cost. But in the case of TESCO their training program is putting the burden on the cost.The company needs to focus on developing a low cost effective training plan which does not put the burden on the companys revenue.(Armstrong, 2011). High level of competition from the entrance of new brands has caused a threat to the profits of the company. Ultra cheap brands are creating a difficult situation for TESCO. The small stores and the online shopping trend have changed the overall business trend which has affected the profits of the company.. The company needs to focus on developing online supply chain of goods to reduce the competition from the other brands (Schuler, Jackson and Tarique, 2011). Most of the employees at TESCO are working at part time which is putting a burden on the HRM. It increases the overall training cost of each employee. The manager needs to focus on retaining whole time employees to increase the productivity. The company needs to recruit specialist human resource staff to provide training and development at different level. It is essential for an organization to provide time-to-time training to all its employees to enhance the productivity. Large workforce creates difficulty for the management to pursue the training development programs. Management needs to create comprehensive online training module for the existing employees which will improve the overall yield. Customers feedback is an essential criterion on deciding the companys strength and weaknesses (Butler, 2015). TESCO needs to create a sense of responsibility in the mind of its employees. Providing monetary and non-monetary benefits is essential motivational theory. It should introduce certain recognition scheme which directs the employee efforts towards the growth of the organization. Employee recognition is gaining importance in todays world. TESCO should focus on creating plans which helps the employee in overall growth. They should introduce employee recognition schemes to enhance the overall productivity. This builds healthy relationship with the employer. The organization should delegate clear authority and responsibility to its employees. TESCO is recommended to instill in its staff power related to decision making under different circumstance. Decision making is an important task while making judgment. There is a clear gap in decision making skills of the employee. The GAP analysis report focuses on the key issues which need attention under the ongoing circumstances. The market is subject to fluctuation where more focus needed to be given on the human resource strategies .There is a lot of scope to improve while understanding the GAP in between the current and the future situations. References Anderson,E.2014. 6 Challenges New Tesco Chief Dave Lewis Will Have To Tackle. (Online). Retrieved from: https://www.managementtoday.co.uk/6-challenges-new-tesco-chief-dave-lewis-will-tackle/article/1304346 (Accessed on 23 September 2016) Armstrong,M.2011. Strategic Human Resource Management. Kogan Page Publishers Butler, S.2015. Tesco - six challenges in store for Matt Davies (Online). Retrieved from: https://www.theguardian.com/business/2015/may/11/tesco-six-challenges-in-store-for-matt-davies (Accessed on 23 September 2016) Franklin, M.2006. Performance Gap Analysis: Tips, Tools, and Intelligence for Trainers. American Society for Training and Development Our businesses.2016. (Online). Retrieved from: https://www.tescoplc.com/about-us/our-businesses/ (Accessed on 23 September 2016) Schuler,R., Jackson,S. and Tarique,I.2011. Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 2011, vol. 46, issue 4, pages 506-516