Effectiveness of Recruitment and Selection Strategies in TESCO

This report discusses the effectiveness of recruitment and selection strategies in TESCO, including internal and external recruitment methods. It also explores the approaches to talent management and HR systems and processes within the company.

HRM Report

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Effectiveness of recruitment and selection strategies in an organisations(900) ....................1
Approaches to talent management..........................................................................................5
HR systems and processes within TESCO.............................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is considered as an essential element within an
organisation. Failure and success of entity is largely depend upon workforce calibre within
organisational workplace structure (Armstrong and Taylor, 2014). Human resource department is
most important assets as without positive contribution of individuals within organisation it is
hard to accomplish organisational goals as well as objectives in a well defined manner. This
department play essential roles to recruit people as per their experience, skills, proficiency and
qualification along with keeping in mind the present and future requirements of organisation.
Present report has been conducted on TESCO. Company conduct its functioning as a market
leader in supermarket sector of UK and was established in the year 1919. In this report,
formative discussions has been made on, effectiveness of selection and recruitment strategies
within organisational structure and talent management approaches. In addition to this, report
include discussion on HR processes and system.
MAIN BODY
Effectiveness of recruitment and selection strategies in an organisations
Recruitment is termed as a procedure that include identification of job vacancy,
evaluation of job requirements, application reviewing, screening and selection of suitable
candidates as per according to organisation's job requirement. In simple terms, it is a process that
involves attracting potential candidates to apply for vacancies within organisation. While on the
other hand, selection process revolves around the concept of selection of appropriate candidate
from the applicants those who have applied for the vacancy while ensuring employment laws as
well as regulations. TESCO advertise about their jobs requirements in number of ways.
Mentioned below recruitment and selection procedure that has been undertaken by TESCO is
being defined:
Internal Recruitment
For this, TESCO firstly engage in the process looking its internal Talent Plan in order to
fill vacancy. In this procedure, it list its current employees. If no individual is suitable then,
management of TESCO make use of advertisement in order to post their vacancy.
External Recruitment
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In this recruitment measure, TESCO make advertisement of vacancies through its
website www.tesco-carrers.com and via boards in stores. In this, individual made applications
via online and on this basis, chosen applicants called for the process of interview that are further
being followed by assessment centre for selection process final stage. In addition to this, TESCO
use external advertisement method via offline media, radio, television and more. Along with this,
company also place advertisements on magazines like The Appointment Journal and Google as
to select best candidate for their job roles in order to fulfil organisational goals and demand in a
well defined manner. It has been identified that TESCO undertake use of cost-effective way to
attract best applicant. While advertise through on radio, television and magazines there is huge
expense but in order to make individuals learn about company vacancies this method is
important. This has been evaluated that, TESCO offer an easy application process way for
applicants to search for management posts, head office positions and management positions. By
undertaking all these measures into consideration, company ensure recruitment of potential
candidates as to accomplish goals and objectives of entity in a well defined manner.
Selection
Selection is termed as formative process to select most suitable candidate form those
individuals who have applied for organisational vacancy. In this, screening play an essential
element of selection process. By undertaking this process, company ensure that candidates those
who have selected for the process of interview posses best fit as per according to job
requirements of company. This has been identified that at the initial screening, selectors of
TESCO have careful look at each and every applied individual CV( Curriculum Vitae) as it
summarises job history to date and educational qualification of an individual. Thus, with the help
of a well-written CV, company can effectively able to assess that whether candidates skills,
potential and knowledge matches with job person specification. In addition to this, TESCO also
provide a tool 'job type match' on their careers web page (Budhwar and Debrah, 2013). This page
offer interested candidates a facility with the help of which they can evaluate themselves before
applying for a role in organisation. In addition to this, there are different types of stages that are
being undertaken by company to select candidates externally that are being mentioned below:
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After the process of screening candidates, those who cleared this are required to attend
assessment centre that are mainly run by managers and take place in store. By undertaking all
these measures into account, TESCO ensure that they select best candidate for organisational
workplace with an aim to increase productivity and profitability of organisation in a well defined
manner along with fulfilling strategic needs of business.
Effectiveness of recruitment and selection process for TESCO
Both Recruitment and selection process are important to be effectively consider by an
organisation as to ensure their continuous growth and accomplishment of business strategic
needs in well defined manner. By undertaking best practices and strategies for selection and
recruitment process, management of TESCO increases work efficiency of their work place
structure. Company make use of good recruitment process as to decrease time that are involved
to search, interview, hire and train candidates. Mentioned below effectiveness of selection and
recruitment for TESCO is being defined:
Effective selection reduce expenses on training:
It has been identified that most qualified candidates also need training but however with
the help of best effective selection and recruitment process TESCO makes reduction in the
overall amount of time that they invest in their training process for new employees. Thus, they
ensure significant increase in profitability level of organisation.
Selection of right candidate increase job satisfaction:
Most important benefit for recruitment and selection process is that by selecting right
candidate company ensure their ability to perform their work autonomously. As it has been
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identified that self motivated employees provide numerous benefits for company, team and
management. Thus, with the help of best effective process of selection and recruitment TESCO
hire potential candidates who have higher level of motivation along with greater satisfaction
level. With the help of this company fulfil organisational objectives in best effective manner.
It has been identified that TESCO management effectively ensure that they select
candidates while considering all the relevant and necessary regulations and policies of
employment law. In addition to this, it has been evaluated that company management do not
discriminate candidates on any basis such as disability in their process of selection and
recruitment. Mentioned below there is case law that elaborates that employer must ensure that
they did not discriminate candidates on their disability:
Disability discrimination in recruitment
Government Legal Service v Brookes (EAT)
In this case, organisation need that all of their job applicants are required to complete an
online psychometric test of multiple-choice. In this the claimant, who was suffering from
Asperger’s syndrome asked from the employer that they could submit their answers as a short
narrative due to her condition. The request of claimant got refused by employer as they told
claimant that an alternative test format was not available. The claimant brought claims of indirect
disability discrimination, a failure to make reasonable adjustments and discrimination arising
from disability.
Thus, this case related to Disability discrimination in recruitment and selection process
states that , it is important for an employer to have flexible measures and undertakings during the
process of selection and recruitment methods.
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Approaches to talent management
Talent management is termed as a systematic process to duly identify vacant position in
an organisation and hire best potential candidate and develop their expertise as well as skills and
further retain them for long period of time as to effectively fulfil business long term objectives
(Briscoe, Tarique and Schuler, 2012). Within TESCO, talent management act as an essential
functions within human resource management. As it mainly focus upon developing candidates
with the help of various training programs and make them competent for the organisational job
role. There are different types of components within talent management that are being
undertaken by Tesco's management that are strategic employee planning, talent acquisition and
retention, performance management, learning and motivation, career development and
succession planning. By undertaking this process into consideration, company can effectively
manage ability, power and competency of employees within organisational workplace structure
in order to significantly improve business value.
Within TESCO, managers manages their employees by providing them regular training
as to increase their productivity and potential. In addition to this, company also aim towards
increasing trust of their employees in order to encourage positive relationship within
organisational workplace structure and ensure more competitive advancements. Mentioned
below best practice that has been undertaken by HR managers of TESCO that are being duly
undertaken by them as to effectively manage talent within organisation:
Set Clear Expectations and Align Organizational Goals
This is one of the most important practice that has been undertaken by TESCO. In this,
they set clear understanding of work that are required to be done by each and every employee.
This has been identified by management that if team members do not know their responsibility
towards organisation then it is hard to accomplish organisational goals in best effective manner.
In addition to this, managers of entity continuously review organisational goals and modify them
as per according to current priorities in order to gain more competitive advancements in
marketplace.
Provide Professional Development Opportunities
In order to increase overall profitability and profitability, it is essential for an organisation
to provide number of development opportunities to employees. In context with TESCO, it has
been identified that HR managers effectively identify performance gap and then undertake
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measures as to improve performance of employees. For this, TESCO make use of learning
management system(LMS) (Kehoe and Wright, 2013). With the help of this, they effectively
groom their employees and ensure towards building high potential workers with the help of
which company can gain more profitable advantages in marketplace (Chelladurai and Kerwin,
2017). By developing their employees professionally, TESCO aim towards increasing overall
productivity and profitability of employees in best effective manner.
Measure and Improve Talent Management with Analytics
In order to effectively manage talent, company is required to invest their resources in
workforce as they are their one of the greatest assets. As by investing in employees, organisation
can lead towards more successful growth. TESCO undertake use of technology to effectively
evaluate HR data as to analyse demand and supply trends, uncover opportunities and assess risks.
With the help of analytical measures, company effectively ensure talent management. In addition
to this, company also take use of talent management software with the help of which they
undertakes process of knowledge -sharing, learning management, employee management,
develop skills and more. Thus,with the help of these measures, TESCO engage in the function of
continuously improving their entire talent management life cycle in best effective manner.
Responsibility of employee and employer
In order to manage talent within organisation, both employees and employer within
TESCO hold responsibilities towards fulfilling organisational goals in best effective manner. In
terms with the responsibility of employees, they are duly responsible to develop and execute
performance goals that are linked with organisational objectives. In addition to this, employees
within TESCO working structure are also responsible to take participate in discussion,
development plan and performance. In addition to this, they must also hold responsibility
towards undertaking feedback about their task to management, processes and peers. While one
the other hand employer within TESCO are responsible towards undertaking effective strategic
business decisions and analyse day-to-day activities in a critical manner as to fulfil
organisational goals in best effective manner. In addition to this, employer is also responsible
towards have regular track on performance of their employees and ensure regular review as to
increase their performance level. In addition to this, they are also required to ensure that there is
proper communication between staff and management so as to increase overall productivity of
organisation in best effective manner. Along with this, one of the most important responsibility
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that has been undertaken by employer is to know about strength and interest of their employees
and direct them effectively towards career paths as to increase their satisfaction level. Further,
employer by working with employees are required to develop long term career development
plans so as to effectively ensure employee satisfaction in best effective manner.
Best practice theory
There are number of activities that exists within best practice approach that aid support to
companies to reach towards more competitive advantages. It has been identified that Best
practice theory have a close connection between organisational performance and HR practices
and are often linked with high allegiance management. In this TESCO HR manager, undertakes
use of empirical research as to maximise performance in best effective manner. In addition to
this, they also encourage motivation of employees by providing them number of benefits. In
addition to this, company also take use of work design, boosting employee commitment as to
fulfil organisational goals and objectives in best effective manner. It has been identified that as
per according to the concepts from expectancy theory, best practice lead organisation to increase
quality of their productivity while ensuring low level of wastage.
While on the other hand with the help of leadership development theory TESCO
management can make significant improvement in their overall business results by accelerating
leadership capabilities of their managers. With the help of this entity can make increase in
leadership skills of managers as to guide employees with best.
HR systems and processes within TESCO
In order to minimise risk, it is essential for organisation to have best effective HR
systems and processes (Kehoe and Wright, 2013). In context with TESCO, company undertake
use of day-to-day management processes in order to ensure effective employment relationship
among managers and employees. In addition to this, TESCO's HR manager ensure that all the
aspects related to human resource activity are covered as to effectively manage human resource
of organisation in best effective manner.
Performance management:
Performance management is termed as a procedure to ensure that all the activities and
end outcomes meet organisational goals as well as objectives in a well defined manner. In
context with TESCO, manager of company undertake all the three stages of performance
management coaching, corrective action, and termination in a well defined manner. In addition
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to this, as to increase performance of employees in best effective manner employer within
TESCO ensure that best effective training is being given to employees as to increase their skills,
competency and skill as to fulfil organisational goals in best effective manner. It has been
identified that, this performance management processes impact upon high profitability and
productivity of employees along with best competitive image of organisation in marketplace.
Sickness and grievance :
Sickness and grievance have effective impact upon organisational functioning. It has
been identified that employee grievance is mainly resulted from working conditions,
management policies of organisation as well as from personality traits of employees. While on
the other hand, sickness absence have different types of impacts upon functioning of organisation
(Brewster and Hegewisch, 2017). They have direct and indirect impact on productivity and
performance of organisation. Both of these issues impact upon organisation by creating negative
consequences on employees and company's productivity.
Possible improvement bases on good practice models.
In order to significantly increase organisation and employees productivity, it is essential
for management to undertake use of best strategic measures into accounts. In addition to this, by
providing positive working environment, morale of employees can also be increased that
significantly lead towards high growth (Bratton and Gold, 2017). Further, it has been evaluated
that, TESCO is also required to identify skill gap of their workforce and provide them training
measures as to make them effectively competent towards organisational goals and objectives in a
well defined manner.
This has been evaluated that within TESCO management undertake use of performance
management system as to make significant increase in overall work efficiency of their
employees. In addition to this, it has been identified that by undertaking use of this system into
practice company make significant increase in day to day performance of their employees that
significantly lead towards increase in overall productivity of entity in a well defined manner.
CONCLUSION
As per the above mentioned report, it has been concluded that, Human resource
management is one of the most important aspect within an organisation as they are related with
effectively managing employees. In addition to this, it has been identified that an organisation
can recruit candidates from internal and external recruitment measures. This will allow them to
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have potential and skilled employees as to fulfil organisational goals. In addition to this, it is
essential for organisation to provide regular training to employees as to increase their skills,
competencies and knowledge in order to effectively fulfil goals and objectives of entity in best
effective manner. Job satisfaction is also one of the most important aspect that are required to be
fulfilled by organisation as to retain employees for long duration of time as to further increase
overall productivity and performance of workforce in best effective manner. By undertaking
effective practices and measures into account company can lead towards gaining more
competitive advancements in marketplace.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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