Human Resource Planning and Recruitment Strategies in Tesco

This report provides an overview of human resource management in Tesco organization, discussing various methods for recruiting suitable applicants, including internal and external recruitment. The report emphasizes the importance of training and development techniques to generate maximum profit and attract new customers through social media marketing and internet marketing. Additionally, it highlights the need for effective performance evaluation techniques to assess individual performance levels.

Human Resource
Table of Contents
Introduction..........................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Identification of the firm's current talent management strategy................................................3
1.2 Identification of the relevant regulatory factors and its impact on HRM practices...................4
1.3 Identifying environmental factors which may impact on HRM practices. .............................5
1.4 Identification and analysis of a core position within the business organisation.......................6
Conclusion .........................................................................................................................................10
References..........................................................................................................................................10

Introduction
Human resource is manpower planning where human resource department of an
organisation sated various activities which are related to the workforce. HR manager will Handel
all these activities which are perform in workforce management. Main function of HR manager is ,
staffing where it is process of hiring or positioning in an organisation. Human resource manager
determine existing need of employment and recruit and train the best employees. In an organisation
HR manager ensure that human resource practices adjust to various regulations. In this report Tesco
ha been chosen for this study. Tesco is a Retail outlets company in UK, Tesco offer various type of
consumer goods products in wide range. Along with Tesco had target large number of target market
and generate high revenue. In this report review and discuss on human resource practices at Tesco is
done. The organisation has introduce various HR applications and workforce management
activities. ( Jackson, Schuler and Werner, , 2011.)
TASK 1
1.1 Identification of the firm's current talent management strategy.
Talent management strategy are like to management practices of human resource where HR
manager ensure to develop their policies , hire new employees and motivate existing employees .

These are the various practices which are the part of talent management . There are various tools
which are used in maintain talent management in workforce environment.
Recruitment: In Tesco HR manager mainly focus on recruitment application where they hire more
and more new employees for their concerning organisation to generating high productivity and
profitability. According to talent management strategy manager ensure hire skilled people who an
help to managed new technology advancement. ( Snell, Morris and Bohlander, 2015.)
Selection: It is a process which is comes after recruitment program. In this process manager check
their candidates ability and knowledge criteria. In that process manager conduct various tests where
applicant able to perform and attempt all these abilities test. After this process one who best
candidate which have high knowledge ability and great knowledge who can be selected in this
process.
Performance management: Said organisation focus on performance management schemes where
they ensure employees performance valuation to standards performance. Which means in this
process performance can be measure by the various tools and techniques such as , grading, ranking,
comparison and task based . All these tool and practices were to evaluate performance criteria of
individual in an organisation. ( Hendry, 2012. )
Reward: In their said organisation reward practices help to provide motivation in their existing
organisation . Reward system are helpful to increasing working efficiency and performance level
towards their organisational goals. With the help of reward management system company can
maintain their talent and retain valuable employees.
Training and development: It is a process to provide efficient knowledge and information about
their concerning organisation. In this process manager conduct training program to provide
management training to their new employees and along with they conduct development program to
create some new innovation and creativity in their existing products and services which would be
help to create a competitive advantage. Training and development program help to increasing their
individual knowledge. Developments help them to produce new product range to create competency
in marketplace.
Equality and diversity: In an any organisation HR manger ensure to provide equally opportunities
to each one of employees. Having a diverse workforce means that the organisation can offer a wide
range of ideas, skills, resources and knowledge. Diversity provide differentiation in knowledge and
creativity which can be adopt by the said organisation and generate maximum outputs. ( Boxall,
and Purcell, 2011.)

1.2 Identification of the relevant regulatory factors and its impact on HRM practices.
In said organisation various rules and regulation is sated . In an organisation hr policies and
legislation is put in place to protect people from discriminations. Tesco has develop various laws
and acts to overcome such type of problems. With the help of some legal aspect employee get feel
comfortable and protected in concerning organisation. These laws and legislation build for the
creating effective workforce environment. There some acts which will be govern by the said
company.
Equality act: In this act company provide equal framework in workplace. Which means in an
organisation inequality has create a render impact on the whole organisation process. Enterprise has
to be create differentiation in opposite sex in the same employment. If in an organisation have not
received better remuneration from their employer so they have claim to top management.
On the other hand this act help to provide effective workforce environment and healthy
organisational environment. With the help of equality act in said company every one has to given
equally opportunity and equal payable. ( Armstrong and Taylor, 2014.)
Diversity act: Diversity means in an organisation there are so many different types of people who
has belong from the different cultures. Which means in an organisation culture diversity has create a
render impact. Whereas, some of the employees and mangers were create a culture differentiation.
So in that situation people were feel isolate in an organisation. On the basis of this problem
government make regulation for there no culture diversity and treat them as same to other one's. In
this point Tesco HR manager focus on no culture diversity where management does not create any
kind of favouritism or diversity in tow different cultures. With the help of equality and no diversity
organisation sated more effective and create a healthy workforce environment.
On the other hand with help of their act organisation has develop their workforce
environment and build healthier relationship with different cultural people who will respect their
individual values and beliefs. ( Bratton and Gold, 2012. )
1.3 Identifying environmental factors which may impact on HRM practices.
A successful human resource is sated for the established specific goals and objectives. In an
organisation there are various internal and external factors which are create a influence in their
concerning organisation. In internal factors like organisation structure, organisation culture, policies
and organisation process, etc. all these elements are create a great influence in their workforce.
Whereas, organisation structure : In an organisation structure there are so many hierarchy of
authorities so in that situation most of the time informations is does not flow properly in between
their level of hierarchy. That problem will create a render impact on the whole process of

organisation. In that situation lack of proper information is barrier in between fulfilment of
objectives.
Organisation culture: In said company there are so many different types of people who has
belong from the different cultures Which means in an organisation culture diversity has create a
render impact. Whereas, some of the employees and mangers were create a culture differentiation.
So in that situation people were feel isolate in an organisation. So in that situation culture has also
create a render impact and affect all HRM practices. ( Jiang and et.al., 2012.)
Organisation policies: in an organisation so many policies are not flexible with the exiting
employees. They are not comfortable for all these type of policies. So in that situation employees
are not efficient in their working practices and disable to generate maximum outputs.
All these situations are affected whole process of HRM practices where they can't focus son
their applications and other organisational activities. It may affect organisational productivity and
consistency towards their works. ( Rees and Rumbles, 2010. )
On the other hand along with that there are various external factors which are also create a
render impact on the whole organisation process. Whereas, in external marketplace competitors,
government legislation both are term which a laid to influence to entire firm.
Competitors: In external market world there are various competitors is available in current
marketplace and they all have also same product and same strategies. So in that situation they
affected whole organisation productivity. Organisation ensure in hat time make different products
and promote with different innovative strategies. So that thing will create a competency in
marketplace. Market competition is very tough in that time whereas they all develop same product
range . Similarities of in product range is create a competitiveness. In that situation said
organisation has affected to their productivity and other regular customers. ( Taylor, 2014. )
Government legislation: on the other hand in external marketplace government policies are also
create a huge impact on the said organisation. In current market situation government take initiative
making workforce more effective so in that situation they mentioned some legal compliances. Some
of the legal compliances are good for the organisation behaviour but some of the legal aspects are
the affected to the whole organisation. Whereas, some legal aspects in product differentiation and
product chosen and many more . All these factors will effect firm's performance level.
These both are the external marketplace factor which are also create a render impact on the
HRM practises. In that situation HR manger will can't to able to perform other facilities as
effectively. And all these aspect were affected to organisation production department. Where in that
situation organisation face so many major consequences related with the production areas. Such as
like outdated stock, over productive, product shortage, etc. ( Keep and James, 2010.)

1.4 Identification and analysis of a core position within the business organisation.
In Tesco HR manager were develop recruitments in their organisation for some generating
high production and maximum revenues. HR manager were focus on recruitment activities where
these activities are help to providing effective employment. HR manger announced job for Tesco
sales manager. In that job they specifies various areas where they need some requirements for
concerning job. Said company want to generate more skilled people for their managing sales force
activities. Which can be help to introducing their products at marketplace effectively and attract
large number of audiences. Sales person is the representative of the organisation who perform each
and every task as effectively. Sales force are the key element in concerning organisation where they
provide organisational services to respective customers. (Rees and Rumbles, 2010.)
Job description
Job analysis is a primary tool to collect job related data. This process is generating into two
forms one is job description and second job specification. Any job vacancy cam not be filled until
and unless HR manager has these two sta of data. It is very necessary to define proper job
description. This helps both employer and employee understand what exactly need to be delivered
and how. Both are the element job description and job specification is one of the essential part of
the any job analysis. The main purpose of job description is to collect job-related data in order to
advertise for a particular job. It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job. Moreover, in Tesco he manager established proper job nature to their
concerning applicant.
Job Description
Job Title- Sales Person
Job Location-
Working hours-
Description of the Company-
Job Purpose-
Duties & Responsibilities-
Salary Range-

Personal specification
Personal specification is also known as job specification. Said company hr manager mention
minimum requirement areas which are specific for the job. In that point company want some
specific qualification in their individual. in this point properly analysis the individual qualification
which would be suitable for the respective job. In that situation job specification is the way to
identify the personal information to each and individual applicant. Said organisation mention
various area specify where they want to minimum basic requirement of in their individual for
regarding there job. Described on the basis of job description, job specification helps candidates
analyse whether are eligible to apply for a particular job vacancy or not. It helps in selecting the
most appropriate candidate for a particular job. In job specification organisation mention education
qualification, experiences, skills, ability, creativity or other personal details which would be eligible
for the specific job.
Job Specification
Education Qualification - Graduated
Experience - 1-2 years
Training -
Skills - Communication skills, decision making skills and other innovative and
creativity in selling products.
Emotional characteristics -
Sensory demands - Travel Allowance
Recruitment channels
Recruitment channels are plays a most important role in process of recruitment. With the
help of recruitment methods organisation effectively generate new recruitments for their
organisation. There are mainly two types of recruitment methods one is internal method where
organisation recruitment done within the organisation and other one is external methods where hire
people outside from the organisation. Internal or external both are the effective method to hire new
applicant. In an internal methods their are various channels to hiring employment for the
organisation. Internal methods are the one of the best methods to recruitments where in an
organisation internal channels are help to increasing exiting employee moral and working
efficiency. There are various internal source which are helpful to recruiting and hiring. Promotions,
transfer and internal recommendations are helpful to generating internal hiring.
On the other hand external recruitment methods are also plays a vital role in an organisation.

External channels are helpful to attaining large new number of applicants. In external channel
company outsource employees from the outside of the organisation. Whereas organisation focus on
their advertisements, some other educational institutes, consultancies and many more sources with
are help to provide employment in an organisation. External recruiting are helpful to generating
new skills and new technologies. In external recruitment employees are from the current market and
they all have new update knowledge of market situation. External recruit are helpful to creating new
strategic development according to current market scenario. There are various sources which are
help to recruiting outside from the organisation. Campus recruitment, advertisement, consultancy
and outsourcing which would help to provide effective applicants. ( Schuler, Jackson, and Tarique,
2011.)
Moreover, Tesco apply external recruitment channels where they use advertisements and use
outsourcing option to recruiting their sales person.
Selection methods
selection process is way to select one of best applicant who suitable for the job role. In this
methods there are various stages which can be perform in selection procedure. Where in an
organisation after recruitment process HR manager comes on selection methods where they took all
those people who passed in recruitment procedures. On the other hand we can say that recruitment
process is positive and selection process is negative process whereas in selection process some of
the no body can eligible for the suitable job role. There are various selection methods which will be
mentioned in selection procedure to select one of the best applicants for their said organisation.
Step 1- Preliminary interview: Organisation firstly conduct preliminary interview where hr manger
take interview and in this process unsuitable applicant generally eliminated in this stage and the
candidate who pass this step are only asked to fill the application form.
Step 2- Receiving applications: After passing the preliminary interview candidate fill application
form where they fill his personal details , name, qualification and other details which are mentioned
in application forms.
Step 3- Screening of applications : After receiving the application forms the screening committee
screens all these application forms and select some of the application forms which are suitable and
matched from their organisation requirements.
Step 4- Employment test : Now comes on employment test where selected applicant were applying
for the employment test where organisation check their ability and knowledge level.
Step 5- Employment interview: The candidates who pass employment test are called for the
employment interview where HR manager direct interact with applicant and ask some questions.
Step 6- Checking reference : Before selecting the employee manager check their references to