Assessment Procedure in Tesco

This article provides an overview of the assessment procedure in Tesco, including the importance of selecting the right candidates and the methods used in the selection process. It discusses the various assessment methods employed by Tesco, such as interviews, assessment centers, and psychometric tests. The article also highlights the ethical and training issues associated with the current procedure and provides recommendations for improvement.

Running head: ASSESSMENT PROCEDURE IN TESCO
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ASSESSMENT PROCEDURE IN TESCO
FEBRUARY 25, 2019
STUDENT DETAILS:

ASSESSMENT PROCEDURE IN TESCO 1
Executive Summary
The employees are considered as key factors of the success of any company. The
competence or excellence of the workers of the company decides the destiny of the
company. For this reason, the selection of correct persons and employing them at
correct place becomes necessary. Different companies use different selection
process. In the following parts, the selection process of Tesco, job analysis, job
description, methods of the selection process is critically assessed. There are
various selection procedures are used by Tesco in hiring. This report also states that
the company should use various other tests such as the numerical test.

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Contents
Executive Summary......................................................................................................1
Introduction...................................................................................................................3
Description of current procedures of Tesco-................................................................5
Analysis of current procedure.......................................................................................7
Conclusion and Recommendation...............................................................................8
References...................................................................................................................9

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Introduction
The procedure of assessment or selection is considered as a selection process or
assessment process. The selection procedure is used to shortlist the correct
candidate with the essential qualification and sets of skills to fill a vacancy in a
company. The assessment procedure differs from entity to entity, and business to
business. Each company has its own selection procedure. The reason is that all
companies have different requirements. The selection process includes the
preliminary interview, acceptance of an application, screening the application,
employment test including aptitude test and proficiency test, employment interview,
references of the workers, medical test, and final selection. In the following parts, the
assessment procedure of Tesco, selection of psychometric measure by company,
ethical issues, and training issues are discussed and critically examined.
Tesco is a retail company. It is international groceries and all-purpose producing
retailer with headquarter in England, United Kingdom. Formerly, the United Kingdom
grocer, Tesco has extended internationally since the year 1990, with functions in
eleven nations. Tesco conducts various businesses such as clothing, books retailing,
and business of toys, furniture business, telecom, and financial services. Tesco is
listed on the London Stock Exchange. The information related to Tesco is collected
through the website of the company (Ramkumar, 2018b).
Company Assessments are tools for assessing the performances of every key
systems and procedure of the corporation. The Company Assessment is very helpful
to show the big picture and to set priorities in outlook. The preparations are the major
factors through a procedure to ensure that, these people are luckiest candidates to
get position or job of Tesco. The assessment process of Tesco involves the Tesco
interview, Tesco assessment centre, and Tesco recruitment process.
Further, the psychometric test is reliable and consistent globally. The psychometric
measures are one of the popular measures to recognise the skills, talent, capability,
and understanding of the candidates. The psychometric tests are created to assist
the managers and companies demonstrably assess the applicant’s perceptive
capabilities, attitude, behaviour, character, abilities, attitudes, personality, and

ASSESSMENT PROCEDURE IN TESCO 4
understanding. Mostly, in various matters, the psychometric measures include multi-
choice queries to be fulfilled in the constricted time. The psychometric measures are
very realistic measures of evaluating the employability skill in the sense, which they
render the useful and significant sources of reliable visions over the period,
notwithstanding the specificity of the self-control to that they are implemented. It is
not possible to ignore the psychometric test in the case where any person is thinking
to join the big companies (Lammi, 2016). Tesco conducts the psychometric test to
select the correct candidates.
There are various types of psychometric tests such as numerical reasoning,
situational judgement, diagrammatic reasoning, and verbal reasoning. The numerical
reasoning test assesses the understanding of increase or decrease in term of
percentage, understanding of ratio, sale assessment, rate, and trend, and converting
the currencies. The candidate is permitted to use the calculator; however, other
understanding should come from the head. Further, the verbal reasoning test
assesses knowledge and intellectual capacity. In the verbal reasoning test, the
candidate would be given with the short paragraph of a script and would require
providing correct, incorrect or cannot say the reaction to all statements. Furthermore,
the diagrammatic reasoning test is also known as inductive reasoning or logical
reasoning. The diagrammatic reasoning test is very useful in assessing the logical
reasoning of the candidate. The diagrammatic reasoning test is used to decide
whether a candidate has a deductive talent and inductive talent to carry the task in
the job of the upcoming period. Moreover, the situational judgement test is another
type of psychometric test. The situational judgement test evaluates the skills of a
candidate to solve the conflict and handle the situation at the workstation. The
company makes the hypothetical situation for the candidate to know the approaches
adopted by them to resolve the issues. In the situational judgement test, it is simple
to know the understanding of the candidate in respect of the conduct and action of
the specific corporation (Lau, Nakandala and Shum, 2018).
The company is very much concerned with helping the employees. The company
motivates them by recognising and giving rewards to them. Tesco wants the
employees to feel proud of what they get. Tesco has an opportunity for an intern and
graduate role. The job description creates various statements of works, obligations,
and the accountabilities of the job to be executed. Tesco as the meaningful factor in

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staff planning they maintain the perfect job description involving fact of the job title,
for whom job holder is liable, to whom job holder is liable, the clear description of role
and accountabilities. Personal specifications involve qualities, talent, and features.
Description of current procedures of Tesco-
The companies establish contact with candidates through various means like
advertising, job portal, and electronic mail. Tesco uses various methods to attract
candidates. The company contacts the candidates through the internal Talent plans
such as advertising of the post in the intranet of Tesco and internal e-recruitment
method. Tesco also uses external selection methods such as by providing the
advertisement on the website of the company, through the online form for a
managerial position, offline media like TV, radio, newspaper, advertisement on
Google and appointment journal (Mohammed and El, 2017).
Tesco uses various methods of assessment such as Tesco Interview, Tesco
assessment centre and Tesco recruitment process. It is a possibility to have in
excess of one interview through the procedure, involving the interview on phones
and conducting the interviews at the Tesco assessment centres. The Tesco
interviews are interviews based on abilities. It means Tesco is seeing to consider if
the candidates have some skills. This method of the interview takes place is normally
approximately forty-five minutes (Ramkumar, 2018a). In this method, the recruiter
can ask 3 to 6 questions, on the basis of the role being applied for interrogator (Refer
appendix 1). Tesco looks for the candidates having personal honesty, consumer
focus, and quality to handle the issues, to manage the decisions and to manage the
performance. In this way, the preparation of the interviews is very important. The
recruiter asks the follow-up question on the replies of a candidate. Thus, it is
required to do the preparation for the interview accordingly. Tesco has asked certain
questions like why Tesco, challenges faced by Tesco, personal values and personal
qualities. These questions are very helpful and meaningful for the preparation of
interview (Wood, Coe and Wrigley, 2016).
Furthermore, if candidates have succeeded in all the previous levels of the
assessment procedure of Tesco, then the subsequent stage is the Tesco

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assessment centre. The Tesco assessment centre is the event of a complete day,
generally at the head office of the company in Hertfordshire or at other places
around the nation for store management candidates. At the day of the assessment,
the candidate would experience various assessments all of that are created to
evaluate the new skills set. The focus of the recruitment team through the day would
be on management skills, and it would also be the main portion of the interview. The
actions at the Tesco assessment centre will be different. These activities are based
on the schemes applied by the candidates. The first activity of a day would be the
opener, addressing the groups to each other and evaluators (Hassan, et.al, 2015).
Moreover, Tesco Recruitment Process includes Tesco aptitude test, Tesco role-
plays exercise, Tesco presentation, Tesco in-tray exercise, Tesco written exercise,
Tesco one to one exercise and Tesco group exercise. In Tesco Aptitude Test, the
candidates are asked to give short online aptitude test to verify the result. Therefore,
it is required to refresh the memory before going to the assessment centre (Harcup
and O’neill, 2017). In Tesco presentation, the candidates have given a topic to give a
shorter presentation to the group. In Tesco Role-play Exercise, the candidates are
required to work as the current employee of the company. Tesco Group Exercise is
the exercise of more than one group in a day. One activity at the assessment centre
is to make the framework out of paper. On the other hand, another exercise is to
make and represent the pitch of sales in the group. In Tesco In-Tray Exercise, the
candidate’s capability to take workload is evaluated. It is also evaluated how the
candidates manage the requirements timely. Further, the assessment centres hold
Tesco written exercises in a day (Refer appendix 2). Moreover, in Tesco one to one
interview, the candidates are required to give the answers on the question of
motivation to join the company and to select the particular role. The candidates can
also be asked to define their values and goals at an entity. In this way, the Tesco
selectors note all the points of candidates carefully and select them via screening.
They are trained in a proper manner to play their role. They are trained in the
observation technique for recognising the correct candidate and play the role
effectively (KhanMohammadi, et. al, 2018).

ASSESSMENT PROCEDURE IN TESCO 7
Analysis of current procedure
Tesco creates particular job descriptions and scales of individual specifications,
provided a benchmark for workers of the company to firmly follow in the assessment
process. The company is clear in respect of competences they are chosen for.
Tesco has intense training for their employees. Tesco conducts a development
program for the employees.
No procedure can be completely right and completely fulfil the objectives. The Job
analysis is no exception to this. An assessment process includes various methods,
planning, tools, and various individual efforts. In the process, where human beings
are included, nothing can be right completely (Geetha, 2017). The process of job
analysis of Tesco has various issues like ethical issues and training issues. These
issues include the lack of assistance of administration, absence of collaboration of
employees, incapability to assess the requirement of job analysis, the partiality of job
analysts and use of single data source by the job analysts (Gonen, et. al, 2017).
Further, Tesco assesses the process by reviewing the performance of the
employees. There are various factors, which affect the employee’s performance. The
performance's theories create detailed disciplines of study like economics and
psychology (Fahim, 2016). The company is satisfied with the reliability of the
procedure. However, the new and best administrative tool must be applied and
established. The reason is that in a hierarchal system, some individual can feel
dominated. For this reason, to encourage worker is critical to get a job done within
the company. Therefore, good knowledge of performance management procedure
within the entity is one of the greatest concerns of the research (Banana and Shaik,
2017).
Tesco uses various techniques such as training program and development program
for employees. The major advantage of this technique is that the personal
development program is very helpful in improving the abilities and knowledge of
workers. These programs also encourage employees. On the other hand, the big
disadvantage is that Tesco spends a lot of money on the training and development
program. Moreover, because of increment in geographical spread, it is difficult for
Tesco. Besides this, Tesco applies various psychometrics tests effectively to hire

ASSESSMENT PROCEDURE IN TESCO 8
around forty-six thousand persons globally. The psychometrics tests help Tesco in
the selection of correct candidates (Awasthi, Govindan and Gold, 2018).
Conclusion and Recommendation
As per the above analysis, it can be concluded that the assessment is the basic
human resources process. It is very sensitive as the management is required to
employ skilled candidates. Tesco uses various methods to conduct the selection
process. It is recommended for Tesco to used a smarter selection process method
like used by Sainsbury. Tesco should use situation-based tests, mathematical tests
for numeric skills and videos to recognise the skills and understanding. Tesco is
required to make application forms offline and online. The people, who have internet,
may apply online and other people can apply from customer service of Tesco. Tesco
should evaluate the candidates during the interviews to save the cost and time.

ASSESSMENT PROCEDURE IN TESCO 9
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Appendix

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Appendix 1: Tesco initial test application

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Appendix 2: Tesco interview questions
Appendix 3: Tesco Assessment centre exercise

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Appendix 4: Tesco Aptitude Test

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Appendix 5: Tesco Presentation