Portfolio of HR Documentation for Talent Manager Recruitment at Tesco

This report provides detailed justification about the job description, person specification, advert and strategy for the recruitment of a Talent Manager at Tesco. It also includes a talent acquisition strategy to guide the manager during their first three months.

Portfolio of HR
documentation

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Detailed justification about the job description, person specification, advert and strategy.........3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Appendix..........................................................................................................................................8
Documents of portfolio ...............................................................................................................8

INTRODUCTION
HR documentation includes the records of the employment contract, recruitment related
papers and documents which includes job description, Resume, Company policies and other
documents. The report is based on the Tesco organization which is the largest supermarket in the
UK markets. The company has to hire the Talent manager and the organization has given the job
description, person specification and job advertisements. This will help the organization to
acquire the best manager in the organization.
MAIN BODY
Detailed justification about the job description, person specification, advert and strategy
Job description: The job description is the description and justification of the jobs that
helps the person to know about the work, roles and responsibilities, duties, etc. of the particular
position. It specifies the functions to the person who has to work on that particular position
(Merga and Ferguson, 2021). It is basically conducted by company in order to have the job
analysis which includes the examining the task which are necessary to perform in the company.
The organization has make its job description in which it has detailed about the core and
competencies and roles and responsibilities of that must be there in the Talent manager. The job
description includes that the person must have the excellence in the organizational skills,
excellence in communication skills, must have good knowledge in using Microsoft word,
Microsoft power point dan Microsoft Excel. The employee must used to speak the fluent English
which makes them to manage the good environment of the organization. The roles and
responsibilities described are that the managers must be able to manage the work, evaluate the
best employees and appreciate them foe their work.
The person specification is basically the profile of the individual candidate that they have
to fill for their job. This specification of the person must includes the skills and knowledge that
they must have in order to manage the work correctly in the organization. The person
specification includes the different qualities that the person must have in order to get the good
job. It includes the educational qualification, experience communication skills, practical and
intellectual skills of the person (Facchin, 2021). The talent manager must have the good
communication and analytical skills which helps them to analyse the best work and employees in
the organization. This makes the manager to have the good talent in the organization by making
teams, providing them to have flexible approach in the company, etc. This is the vital document

in the recruiter's toolbox which helps the candidate to know about the work experience and extra
qualities of the person in their job role. The candidate must answer the person specification
which makes Tesco to now about the extra traits of the candidates in order to hire the best talent
in the company. The aim of Tesco is to recruit the best Talent manager and ensure the roles
which makes the form to derive the business objectives.
Job Advert: The job advertisements refers to the informative body that used to describe
about the vacancies and details about the jobs in the market. This attracts the people in the
market by making them know about the benefits of the position of the job and it also includes
that what qualities they are looking in hiring the candidates (Augustine and et.al., 2021). The
goal of making the job advertisement is to make the qualified candidates to apply for the
particular position so the organization can get the best person for that position. The description of
the job must be written in the structured way which makes the person to have clear and
informative advertisements, below the job advertisement for the job is made which shows about
the position that the company has to hire. Further this job advertisements also describe about the
role, salary and location for acquiring the Talent manager in the company.
The job advertisement includes the overview of the job in which company used to
describe about the work of the employee they are looking foe the organization. It also describes
about the responsibilities that the person must follow in order to work and roles which they
perform in the organization. This provides the applicants that they are right for the job or not.
The job description also contain the essential skills and qualification of the person which makes
the candidates to know about the validity for that particular job (Brooks, Greer and Morris,
2018). As in this job the person must have the high degree as they are applying for the position
of Manager in the big company. The talent managers must have the desired skills which helps
them to get the best candidate for the organization. These are basically the soft skills that the
person must have and this creates and advantage in the process of application. The job
description also contains the salary for the position that the candidate is applying for, expected
start date and the interviews dates and mobile number (Bäck, Hajikhani and Suominen, 2021).
Further it contains the location of the company, role and hours of working, nature of the contract
and other benefits that the person get in that particular position job. This will help the person to
get the jobs by having the advertisements of the jobs on the various sites and other social media
platforms.

Talent Acquisition strategy to guide the manager during their first three months
Talent acquisition is the strategy that helps the organization in the recruitment and it
finds, attracts, hire and retain the best talent in the organization. It is the planned and will-
structured actions of the HR department which helps in retaining the best employees on the
organization. By focusing on this strategy the company can recruit the best manager in the
organization. By having the talent acquisition strategy it makes the organization to reduce the
risk which involves in hiring the best talent. It also saves the time and increases the productivity
of the organization (Purwanto, Rusdiyanto and Respati, 2020). The organization must have the
best talent acquisition strategy in order to guide the manager their work in the first three months
of the job. By hiring the best candidate the organization must make the manager comfortable in
the organization in the fist month and make them know about the work and the responsibilities
that he has to manage in that particular position. In the second month the organization can
measure and rectify the work in order to check the success of the manager and make the manager
to know about their work done in the first month. In the third month, the company after
measuring and checking the work of the person assign the roles and responsibilities to the talent
manager and makes them to assign the work to employees. This increases the productivity of the
work in the organization and reduces the involvement of the risk of the organization.
It is very crucial to have the talent management and acquisition strategy in the
organization in order to recruit the best talent in the organization. This helps the organization to
have the right people for the right job and have great success in the future. Talent acquisition is
not only about filling the positions but it focus should be to hire the best talent in the company.
This helps the company in the long- term success by recruiting the right manager and this helps
in the productivity of the entity. By using the talent acquisition strategy it helps in improving the
financial responsibilities towards the company.
The company can have good start with the hired manager in the organization which
makes them feel comfortable in the organization. They must prepare them for the actual work
they have to do as it helps to increase the productivity of the cited company. The hired manager
must indulged with culture and internal environment which makes them feel comfortable and
easy to work in the particular job (Park and Park, 2021). The hired manager should work
accordingly by the way they are guiding by the department of the company. This creates the trust
and productivity in the work of them. If the organization has the good strategy it will help the

company to guide the manager in the very effective way. This makes the better tomorrow by
guiding the talent manager in the best way and increases the profitability by retaining the best
talent in the organization.
CONCLUSION
From the above report it is concluded that the organization has to hire the Talent manager
and the organization has given the job description, person specification and job advertisements.
This will help the organization to acquire the best manager in the organization by seeing the job
advertisement in pamphlets. By this the organization will have the many candidates and they can
recruit the best talent n the company.

REFERENCES
Books and journals
Augustine, E. and et.al., 2021. Correlation Between Job Analysis and Corporate Performance of
Business Organizations in Nigeria: A Study of Niger Mill Plc Calabar. International
Journal of Entrepreneurship and Business Innovation. 4(1). pp.61-81.
Bäck, A., Hajikhani, A. and Suominen, A., 2021. Text mining on job advertisement data:
Systematic process for detecting artificialintelligence related jobs.
Brooks, N. G., Greer, T. H. and Morris, S.A ., 2018. Information systems security job
advertisement analysis: Skills review and implications for information systems
curriculum. Journal of Education for Business. 93(5). pp.213-221.
Facchin, M., 2021. Structural representations do not meet the job description
challenge. Synthese. 199(3). pp.5479-5508.
Merga, M. K. and Ferguson, C., 2021. School librarians supporting students’ reading for
pleasure: A job description analysis. Australian Journal of Education. 65(2). pp.153-
172.
Park, J. and Park, J. H., 2021. A Study on the Job Duties and Competencies of Data Librarians:
Using Job Advertisement Analysis in the United States. Journal of the Korean BIBLIA
Society for library and Information Science. 32(3). pp.145-162.
Purwanto, P., Rusdiyanto, W. and Respati, Y.A., 2020. Analysis of Secretary Job Advertisement
Content for Secretarial Skills Needs. Jurnal Economia. 16(1). pp.44-55.

Appendix
Documents of portfolio
Job description
Objective
Human resource professional by having the 4 years of experience recruiting and specializing
in the talent management and recruiting the best manager in the company.
Skills and core competences
Excellent organizational skills, excellent communication skills, having knowledge in using
Microsoft word, Microsoft power point dan Microsoft Excel. The employee must used to
speak the fluent English.
Roles and responsibilities
1. Must have responsibility to manage the work in the organization.
2. They must develop and present the pitches to the potential clients.
3. They must Evaluate the talent in the organization.
4. Make the employees best in their work.
Person specification
Essentials Desirable
Educational Qualification The person must have good
level of education ans must
speak the level of English.
The person is having the high
degree and he has prior
experience in the same job.
Degrees are certified b the
Authority.
Experience Past experience in the similar
job.
Experience in order to manage
the staff of the organization.
Must have track record of
having the measurable results.

Communication skills The person must have ability
to obtain, analyse and present
the information related to the
job.
The person must be able to
evaluate the plans and supports
the plans of the organization.
The employee must have the
level of numeracy power.
Experience in making and
presenting the presentation
which helps the company to
grow in the market.
The person has the experience
in talking with the members
and staff of the organization.
By having prior job experience
he has ability to manage the
plans and how to support the
company.
The person has experience in
working with the staff and
have good skills in order to
communicate with the staff.
Practical and intellectual skills The recruiting person must
have excellence on the
computer skills, Microsoft
word, Microsoft power point
and Microsoft Excel.
The person must have the high
level of creativity and
imaginative power.
The person should have the
experience in the online
marketing.
The person has the ability to
make the presentation in the
Microsoft power point and
have skills to present that
presentation.
The person has the ability to
create the data and manage the
MS excel sheets in the MS
excel.
Job Advert
We are hiring the Talent manager
Looking for the dynamic individuals to support our organizational team.
Person must be:
1. SEO specialist

2. Web developer
3. Managing the work.
Salary: 25000- 35000
Organization location: United Kingdom.
Talent Acquisition to guide the manager during their first three months
The organization must make the manager comfortable in the organization in the fist
month and make them know about the work.
In the next month the organization can measure his success and make the manager to
know about their work.
In the third month, the company makes can give the responsibilities to the talent manager
and makes them to assign the work to employees.