For discussing the Internal or External Factors that are affecting Delivery of HRM Policy & Practice in UK it is necessary discuss about the internal external factors. The internal factors are related to the organization as Tesco it includes all factors which are included in the limits of the Tesco and these all factors are controlled by the Tesco. These internal factors can be the people, operations, resources, innovation and financial of the Tesco. These all factors can affect the delivery of the policies of the HRM as well as their practices in the United Kingdom.

        By considering the above mention internal environmental factors to analyzing the evaluation of the HRM policies and practices in the United Kingdom according to the recent few decades the HR of the Tesco is plying the vital role for their internal factors.  The responsibilities and roles of the HR department have been observed over the period of time just because of the changes which are occurring in the Tesco.

Many years ago the roles of the HR is only to focusing the reviews of the policies but later on to assigning the task and selecting the capable individual for the organization becomes its duty as well. The internal factors of the Tesco are always managed by the HR department of the  Tesco because these all factors includes in their policies and these re also used to practicing in the United Kingdom. For handling the business policies and practices the strategic approach is stated by the HRM which is come up with the strategies and these strategies are also linked with the strategic objectives.     

        Another example of the organization in United Kingdom is the Barclays in which the Human Resource Management is affected by the internal and external Factors. As the Barclays is the British bank that is involved in providing financial services to the customers and many big companies in that country. This is one of the oldest banks in United Kingdom and headquarter is located in London. There are some internal factors through which Human Resource department policy is highly affected in the last 25 years. The first major internal factor was due to the increase of external factor in the field of banking.

        This bank was known as the oldest bank in the history of United Kingdom so that why this banks was lacking in technological reforms. As in the start of twenty first century many technological reforms have been raised that was included in the external factors. The human resource department influence on introducing new technology in their banks because they wanted to stay in the market for a long period of time that why they have to do it. But because of this new technology the human resource department policy is heavily affected. They need to organize new policy for their banks while doing this the internal factors of the company is also affected. This is because the employees of the company were not aware of this new technology in the field of banking so the HR department has to change polices according to these technologies in banking.  The use of ATM machines was the major issue for the HR department at that stage. Then resolving this internal factor of the Barclays their HR department worked really hard and design some training programs for their employees so that they are able to learn some new skills about the technological reforms.

        To complete with the external factors the HRM department ran with time and seek all the new technological reforms about banking in those days and then they had made important polices according to that factors. This is why the Barclays bank is one of the finest banks in this country. Now the HR management of Barclays is always stayed ahead from all the internal and external factors that will become a reason to effect Human resource policy. The key policy the HR department of this company is using is that they always choose the right person for the right job so that there will be not a single internal factor that would affect the HRM policy. Now the HRM of Barclays Company also arranges some training program for their employee and also monitors their performance so that they will be no internal factor involved. There are also some internal factors like the management of health and safety of the workers and any kind of misconduct in the organization (Boxall & Purcell, 2015).

 The main job for the HR department of Barclays is to maintain these internal factors. The HRM of the Barclays also has changed the shape of that company by resolving the internal and external issues of the company in well organized way for the betterment of the company (Kavanagh & Thite, 2009).

        The next United Kingdom organization is the Sainsbury. This is the online superstore for everything like groceries, home accessories and clothing items. This is one of the biggest online shopping markets in this country. In this company there were also some internal and external environmental factors that has affected the HRM department polices in the last 25 years. In 1992 this company has faced a decline due to internal environmental factors in the company. The CEO of this company was retired and there is no other than him that is able to sustain and stable this company in the upcoming years. The new CEO of this company was involved in changing the entire management of the company so due to this they had faced many issues in the starting years of this new CEO. The Human resource management was involved in making new polices to solve this internal issue so due to this issue they had faced a huge fall in this era. To solve this issue the HR department thinks of the external factors they wanted to enhance technology in their supermarkets so that according to that they are able to solve the internal issue of this company (Waddock & Bodwell, 2017).

         The Sainsbury had introduced home delivery technology in those times and gained a first mover advantage in the market of super stores, this is due to Human Resource Management they worked on the external environment and put the company back on track again. Then after this the human resource management made polices according to these factors. The HRM department has made changes in the internal environment so that they are able to manage the internal factors in the Sainsbury Company. This department has organized a training program for their employees so that they can easily select the right person for the right job (Farnham, 2015).

There are some major steps that has been introduced in their training program, in the first step there is induction training and this step is compulsory for everyone in the organization and then the second step of this program is the foundation and training that is for enhancing their main skills. Then after this in the third step there is medium level training and that is also for all members in the organization. Then in the last there is advanced training that will help this department to select the right person for the required position (Caroline Hook, 2015).

References of Internal or External Factors affecting Delivery of HRM Policy & Practice in UK

Barnes, David. 2018. The Relationship of HR With Business Strategy. smallbusiness.

Boxall, Peter, and John Purcell. 2015. Strategy and Human Resource Management. Macmillan International Higher Education.

Butler, Sarah. 2015. Tesco - six challenges in store for Matt Davies. May 11. https://www.theguardian.com/business/2015/may/11/tesco-six-challenges-in-store-for-matt-davies.

Caroline Hook, Andrew Jenkins, Margaret Foot. 2015. Introducing Human Resource Management 7th edn. Pearson Education Limited.

Chiang, Chun-Fang. 2008. "An expectancy theory model for hotel employee motivation." International Journal of Hospitality Management 27: 313–322.

Farnham, David. 2015. Human Resource Management in Context: Strategy, Insights and Solutions. Kogan Page, Limited,.

Felsted, Andrea. 2015. Tesco puts a brave new face on old problems. September 21. https://www.ft.com/content/9fe25e7c-5d5e-11e5-a28b-50226830d644.

Kavanagh, Michael J., and Mohan Thite. 2009. Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE.

Kramar, R. 2011. "Evaluating and improving the human resource function." McGraw Hill Australia 624-656.

Waddock, Sandra, and Charles Bodwell. 2017. Total Responsibility Management: The Manual. Taylor & Francis.