Business Administration Introduction Introduction

BUSINESS ADMINISTRATION INTRODUCTION 1 MAIN BODY1 1.1 Different administrative requirements ofinternalandexternal recruitment 1 1.2 Uses of job description and a person specification2 1.3 The administrative requirements of different methods of selection 3 1.4 Requirements of different pre employment 3 1.5 Information needs to be communicated to successful and unsuccessful applicants at each stage of the recruitment and selection process4 1.6 The requirements of confidentiality, data protection andsystem security.4 2.1 The job or role details are correct and are in accordance with the requirements.

BUSINESS
ADMINISTRATION

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.1 Different administrative requirements of internal and external recruitment.........................1
1.2 Uses of job description and a person specification................................................................2
1.3 The administrative requirements of different methods of selection......................................3
1.4 Requirements of different pre employment...........................................................................3
1.5 Information needs to be communicated to successful and unsuccessful applicants at each
stage of the recruitment and selection process.............................................................................4
1.6 The requirements of confidentiality, data protection and system security............................4
2.1 The job or role details are correct and are in accordance with the timescales.......................5
2.2 Job advertisements in the agreed media accordance with the timescales..............................5
2.3 Record applicant responses with in the timescale..................................................................5
2.4 Information to applicants in accordance with organisational policies and procedure...........6
2.5 Organisational policies and procedures, legal and ethical requirements...............................6
3.1 Invite shortlisted applicants to participate in the selection process in accordance with
organisational procedures............................................................................................................7
3.2 Co-ordinate selection arrangements.......................................................................................7
3.3 Pre-employment checks within the agreed timescale............................................................7
3.4 Inform applicants of the outcome of their application in accordance with organisational
policies and procedures................................................................................................................8
3.5 Keep selection records up to date..........................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Business administration is defined as the process of managing and controlling different
business operation and activity that help in future growth and development (Hakansson 2015).
Manager of company wants to hire the best candidate for their company who will increase the
productivity of different operation. They also want best employee to be selected for a particular
job according to their skill set and knowledge. In this report Tesco, is chosen to understand the
importance of business administration.
In this project report, administrative requirement of internal and external recruitment,
importance of job description, different method of selection, requirement of pre employment
checks and requirement of confidentiality, data protection and system security are discussed.
Report also show, job advertisements in media, applicants responses within timescales,
information to applicants in accordance with organisation policies and procedures and ethical
requirements. Report discusses the process to invite shortlist applicants, selection arrangements,
and pre-employment checks and keep selection records up to date.
MAIN BODY
1.1 Different administrative requirements of internal and external recruitment
Recruitment is the process of making choice from the available candidate those are
interested to join company accordance to requirement. Manager of Tesco recruit employees
skilled and knowledgeable employees who perform different task in effective and appropriate
manner to achieve goals. There are different internal and external recruitment processes that help
manager of Tesco to hire best candidate. Some are explained below:
Internal sources: This method help to hire the best employee within the company itself.
The main requirement of this process is that it help in motivating and improving the performance
and behaviour of workforce by giving them promotions. It also help companies to fulfil the job
vacancy from the existing employees so it reduces time and save cost for company. Some basic
methods of internal recruitment are:

Transfer: Best employee can be chosen for the job within the company itself. This
process means shifting of existing employees from the current job to other jobs within company.
It help Tesco to control cost by giving them variety of option that can be hire form inside the
company.
Promotion: This method refers to shifting of employees to higher job post that give them
better prestige, more responsibilities and more pay. This help company in a manner that number
of employee not increased so help to avoid additional expenses.
External sources: Every company use external sources to hire employee for their
particular job opening. The main requirement of this method is that company are able to hire
talented, experienced and skilled labour who work with their full potential in order to make
company process productive. It help in creating possibilities of hiring right candidate for right
role that help to meet various requirement.
Advertisements: Company give different advertisements in newspaper, magazines so
that job message could be reached to large number of people. The main requirement for Tesco of
advertisements is that it help in inviting large number of skilled and trained candidate those may
be fit for job (Cooke and Alcadipani, 2015).
Colleges and Universities: HR of company use to visit various colleges and universities
in order to make direct recruitment for the desired job opening. So Tesco hire Junior level
executive and trainees through this process.
1.2 Uses of job description and a person specification
It is very important for company to write specifically about the job and person
specification. The uses of Job description and person specification are described below:
Job description: Manager of company writes job description in order to make effective
plans for their staff member. This helps them to develop foundation for different essential
process such as job selection, recruitment, compensation, training and performance etc. Some
basic uses are:
 It aid in making sure that job are align to employees with the main motive of Tesco.
 Job description help manger to take hiring decision by creating recruiting policies that
clearly describe the role and responsibilities of selected employees.
 The major use of Job description is that help in making foundation for the following
question to be asked at the time of interview.

Person specification: It is basically a profile for personal skills, education, skills and
experiences that is to be looked by manger at the time of recruitment and selection process.
Some uses for are:
 It provides detail information to applicants about the level of complexity of job and
support them whether to apply for job or not.
 It develops the significant criteria against which desired applicants will be judged
objectively (Bean, 2015).
1.3 The administrative requirements of different methods of selection
In business world, companies selecting staff mainly consider two main stages such as
assessment and short-listing. The duty of manger makes sure that candidate should be treated
well throughout these stages. Manager of Tesco, must consider different method of selecting an
employee that help them to determine best candidate out of the option available. It will also help
in resolving any conflicts and problem among employees. There are several types of method for
selecting employees that are discussed below:
Skill Test: It is observed that specific job requires certain skill set that make employee to
understand the situation and perform accordingly to achieve the desired goals. Manger of Tesco
requires to make sure that selected candidate for the following job role must have desired skill to
perform well in the difficult situation (Morschett, Schramm-Klein and Zentes, 2015).
Personality Tests: This is considered to be a popular way of interviewing desired
applicants to ascertain whether selected candidate have that personality to succeed in a specific
job. Administration of Tesco, uses the process of Myers-Briggs type of job personality test that
help them to determine wheatear candidate have good personality or not to perform certain task.
1.4 Requirements of different pre employment
In today's world, every company wants right candidate to be selected for their company
which will help to attain the future goals (Eriksson-Zetterquist, Kalling and Styhre, 2015). In
order to have detail information about the selected candidate manager of company do different
activities such as pre-employment checks, backgrounds investigation etc. So, pre-employment
checks are considered to an important part of recruitment process. There are different types of
pre-employment checks that are performed by administrative of Tesco that are explained below:
 Identification of documents: Manager check that applicant must have proof that state
that they have right to work in UK. For example, passport, visa or work permits etc.

 Backgrounds checks: The main part is to check properly about the background and
history of the applicants those have applied for job.
 Checking qualification: Applicants who have applied for the desired job opening must
have a valid education and qualification documents. They must provide copies of relevant
document so that manager is able to easily check their requirement and fulfil the jobs.
 Criminal record check: Management of company require to properly investigating
about the criminal records of the applicant. They make sure that there should be no legal
case pending against the candidate those have applied for job.
1.5 Information needs to be communicated to successful and unsuccessful applicants at each
stage of the recruitment and selection process
Once manager of company has done with the selection and recruitment process, the next
step is to provide useful information to selected and unselected candidate. It is very essential to
give necessary information to successful and unsuccessful applicants at each stage so that
manager could make the useful decision in favour of company (Kitchin, 2015). At first applied
candidate are asked for written test, successful applicants are advised to wait for the next round
and unselected member are then asked to leave as HR reject them. Second, from selected
candidate HR take face to face interview from which they found and select confident and
suitable candidate fit for jobs. And applicants those are unable to clear interview round are
advised to go as they are not able to clear the second round. At last, Higher manager of company
interact with the selected individual about the salary expectation. At this stage successful
candidate are offered with the job letter that make them feel comfortable and applicant those get
rejected are asked to leave for the day as they are not selected by high authority.
1.6 The requirements of confidentiality, data protection and system security.
In present era, business administration helps to maintain proper record of each and every
company related detail in appropriate and effective manner (Data protection, 2018). It is
essential to make sure that this information must not be disclosed with any other staff member
expect some the owner and individual those make useful decision. So it importantly required for
the manger of Tesco to ensure that any confidential information should not be disclosed with any
employee as it may be a reason to reduce the performance of company. Thus, failure to properly
secure and protected confidential business information leads to loss of clients and business. This

can lead to illegal activity such as fraud or discrimination that can reduce the productivity of
company.
It is also important for manager to protect data and different system, so that Tesco do not
faces the situation of phishing scams, identity theft etc. So it is the responsibility of
administration to protect common data and software that are used within Tesco that make it
effectively work.
2.1 The job or role details are correct and are in accordance with the timescales.
Company offer different types of job according to the requirement and make sure that
eligible and knowledgeable candidate are selected for the job. They provide proper job
description and job brief to the job seeker. This help job searcher to get the detail information
about the job requirements. Applicant who applied for the job must check that weather they fit
for offered occupation or not. Once candidate appear for the job interview they must make sure
that information provided by them must be correct and according to the job requirement
(Moulaert, 2016).
For example a job description of Tesco summarizes the important responsibilities,
qualification and skill that are required for the role within company. Therefore applicants must
apply accordingly to the brief and fulfil the job application.
2.2 Job advertisements in the agreed media accordance with the timescales
For inviting large number of applicants for a desired job manager must make a
appropriate and accurate advertisements that have valuable effect on candidate. For example, In
Tesco, administration focuses to invite applicant for a job post of junior assistant in different
store at various location and for different shift time. They use to make effective advertisements
in the famous published newspaper that will convey message to large number of candidate.
Advertisement for job by Tesco covers following points,
Job title: Junior Assistant for stores
Qualification: MBA in Marketing
Requirement: Minimum of 4-6 year of experience in a similar job profile.
Shift timing: Both Morning and evening
Days of working: 6 days
Additional facilities: One side free cabs and refreshments.
Age: Below 40.

2.3 Record applicant responses within the timescale
Once the add is being posted in the agreed advertisement, then human resource manager
has to wait for the number of applicants those are interested in job. A job seeker must properly
check the necessary detail about the job detail and make sure that either they are fit for job or
not. For the above mention job description, there are number of job applicant those have applied
for the job. There are number of candidate those have applied for the morning shift as candidate
gives more preference to work in morning hour.
Manager of Tesco are able to record that more than 100 applicants with the same
qualification are willing to join the company for the job offered. They also observed that at
evening shift there is fewer candidates. With this they draw a solution that both side of cab
facilities are provided to people those apply for evening shift.
2.4 Information to applicants in accordance with organisational policies and procedure
In business world, management of company have developed a set of rules and regulation.
This help them to perform business operation in effective manner and guide employees to
execute their job role in specific manner. Certain policies and procedure are develop by
management of Tesco that help them to maintain healthy culture within company. These policies
must be disclosed with the selected employees so that they might familiar with the functioning of
Tesco. Detail description of set procedure help employees to perform their job role in specific
and legal manner that further help to improve performance (Hettne, 2016). For example, if
candidate are not familiarize with the policies of Tesco they may lead to fraud and other illegal
practice resulting in reduction of market share and profitability.
2.5 Organisational policies and procedures, legal and ethical requirements
Each and every company have a set of rules, policies, legal procedures that have to be
followed by all employees working within company. Once candidate are selected for the offered
jobs than manager make sure that workplace is suitable, safe and stress free for them. There must
be policies that help make selected candidate to sustain for long team in company and maintain
ethical environment. For example, In Tesco management follow the polices of Health and Safety
Act 1974, that provide different health insurance to the staff member. Ethics and moral are
connected with personal behaviour that are associated to the principle adhered by company to
legalize the behaviour of their selected employees.

3.1 Invite shortlisted applicants to participate in the selection process in accordance with
organisational procedures
In order to fulfil a job role companies use to give add in their agreed newspaper and other
sources of media. Then HR manager use to shortlist the application appeared for the job and start
their selection process to hire the best candidate. For example, In Tesco manager published an
advertisement for a post of accountant (Islam and Saha, 2016). There are number of applicants
for particular job role so manager have to shortlist the eligible candidates. From these shortlisted
applicant manager use to invite these applicants and make them understand about the interview
selection process. HR manager of Tesco, give brief about interview process, about location and
timing so that candidate do not faces any problem.
3.2 Co-ordinate selection arrangements
Once company has planned for an interview than it is the responsibility of manager to
make sure that all arrangements must be made accordingly. In large companies to conduct and
interview and select the best employee for the job there is a need of proper arrangements of
source. Such as, first process of selection is Personal Interview, then member selected from this
round would be eligible for next round that is Interview. After that candidate those are selected
from interview round than they have to face group discussion so that further information is
provided to applicant. This process must be followed in appropriate manner so that valuable
employees are selected for company.
3.3 Pre-employment checks within the agreed timescale
Pre-employment check are described as the ascertaining the suitable and accurate
information about the candidate those have applied for job. It is very important for company to
know exactly about each have every successful applicant those may be eligible for desired
occupation (Smith, Brännström and Jansson, 2015). Once employees are selected than they are
asked for the some pre-employment check that help manager of company to make valuable
decision. For example, human resource administration of Tesco, hire different candidate for the
post of sales manager, so they have to make sure that applicants those have applied for job role
must be part of pre-employment check. The selected candidate have to provide the detail
information about their last job experience letter and qualification documents for background
check. Manager of Tesco then make a proper verification of documents to get effective result

weather to select applicant or not. If they found any irrelevant information they directly reject the
job applicant.
3.4 Inform applicants of the outcome of their application in accordance with organisational
policies and procedures
Selected applicant is offered with the final information that weather they are fit for
company or not. In case if candidate are not fit within the organisational polices and procedures
than they are advised to leave company. For example, manager of Tesco check the eligibility of
different candidate according to polices and procedures so that best employee could be selected.
There is a policy of company that any individual who has already worked for Tesco in any
department and leave company for any reason could not be selected again (Ge, Huang and Png,
2016).
3.5 Keep selection records up to date
In order to maintain a systematic record and functioning there is a need for to keep detail
information about the selected candidate. This help business administration to make valuable
decision to improve the performance and productivity of Tesco. It is necessary to keep detail
information of candidate so that manager may resolve any future issue that may arise within
company. For example, if selected sales manager has an issue with manager of company related
to allowances, so manager check the record and make valuable decision.
CONCLUSION
In the end, it has been concluded that with effective administration of business operation
manager are able to increase the performance and productivity of company. In today's world
each and every company want skilled and professional workforce those will perform operation in
effective and appropriate manner to attain the organisation goal. It is very important for company
to have qualified and skilled employee in those perform different task and jobs in order to attain
the organisation goals. Recruitment process assists in hiring best candidate for a particular job
role which will increase the performance of company and build good market share. It is
concluded that it is very significant for manager to make sure that company confidentiality detail
are not disclosed with any employee. So it is very important for the selected employee to be
familiar with company rule and regulation in order to maintain healthy culture and perform their
job roles accordingly.

REFERENCES
Books and Journals
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Business Administration. University Press of Kentucky.
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Eriksson-Zetterquist, U., Kalling, T. and Styhre, A., 2015. Organisation och organisering.
Upplaga 4. Liber,.
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Hakansson, H., 2015. Industrial Technological Development (Routledge Revivals): A Network
Approach. Routledge.
Hettne, B. ed., 2016. The new regionalism and the future of security and development (Vol. 4).
Springer.
Islam, D. and Saha, G., 2016. Job satisfaction of bank officers in Bangladesh.
Kitchin, R., 2015. Making sense of smart cities: addressing present shortcomings. Cambridge
Journal of Regions, Economy and Society. 8(1), pp.131-136.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management (pp.
978-3658078836). Springer.
Moulaert, F., 2016. Social innovation: Institutionally embedded, territorially (re) produced. In
Social innovation and territorial development (pp. 27-40). Routledge.
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data-protection-so-important>