Recruitment and Selection Strategies at Tesco

This report discusses the recruitment and selection strategies used by Tesco, including internal and external recruitment methods. It also explores employment laws and case studies related to recruitment. Additionally, it covers the development and training of employees, talent management strategies, and the responsibilities of both employees and employers. The report concludes with an overview of human resource processes and systems at Tesco.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Recruitment and Selection process.........................................................................................3
Employment Law...................................................................................................................4
Case Law................................................................................................................................5
LO2..................................................................................................................................................6
Development and training of employees................................................................................6
Talent management strategies................................................................................................6
Responsibility of employee and employer.............................................................................7
LO3..................................................................................................................................................8
Human resource processes and systems.................................................................................8
CONCLUSION................................................................................................................................8
Books and Journals........................................................................................................................10

INTRODUCTION
Human resource management can be described as a system which is formally set up in order
to manage the people within an organisation. It is the duty of a human resource manager to make
sure that staffing, employee compensation and benefits for the employer designed well by them.
The following report is carried on Tesco (Armstrong and Taylor, 2020). It is a British
multinational company which is retailing in groceries and general merchandise. Its headquarters
is situated in England, United Kingdom. The following report talks about recruitment and
selection strategies used by Tesco. Various employment laws regarding recruitment and selection
are also discussed in this report. There are a number of approaches for talent management used
by company. All those approaches are discussed in detail in this report. A critical analysis of
Human Resource systems and procedure in Tesco is also discussed in this report.
LO1
Recruitment and Selection process
Recruitment
Recruitment refers to a process in which Companies attracting right skilled people in
order to apply for vacancy in the organisation. There are a number of ways through which Tesco
uses recruiting Processes. Most of this process depends on the availability of job in the
organisation. Various recruitment processes used by Tesco are mentioned below:
Internal Recruitment: Many of the companies looks at its internal talent in order to fill in
vacancies in the company. In this the current employees are moved to any other department for
the employees are provided with a promotion at a higher level. Many a times companies also go
for training and development if there are not enough people to fill in the required job vacancies.
If any of these does not work companies go for external recruitment.
External Recruitment: External recruitment refers to a process in which companies
advertise their vacancies in order to attract applicants. Tesco uses their website and Boards in
their stores to advertise the vacancies in company. The applicants are then Managed online
through the Resume they have submitted for the interviews (Chelladurai and Kerwin, 2018). For
store-based job Company usually keeps a record of people in waiting list and then they call them

whenever the jobs are available. In this way Tesco manages the recruitment functions in their
organisation.
Tesco is also choosing various other ways to fill in job vacancies these includes:
 Advertising through television and radios
 Advertising through offline media
 Advertisement on various magazines and journals.
Selection
Selection refers to choosing the most appropriate candidate from the pool of talent who
have applied for job. It is however, necessary for them to keep in mind all the employment rules
and regulations while they do so. The first step in this selection is screening.
Screening: In the first step of screening the managers or the selectors judge an applicant based
on their resume which they have submitted with the organisation. It is the summary of an
applicants all the significant achievement throughout their lives (Berman and et. al., 2019). It is a
summary of their job history as well as their education. It helps a manager to understand whether
or not is applicant fir for job and have the required skills. Next step is assessment centre.
Assessment Centre: When an applicant has passed the screening, they have to then attend
assessment centre of Tesco. These are set up in stores of Tesco and are run by the managers of
those stores itself. They are efficiently providing consistency to this process of assessment and
selection. All the applicants are distributed in groups and have to do a number of exercises. This
will help in judging them as per their qualities and skills. They are listed with a number of
problems so that their problem-solving skills could also be managed.
Interview: All the applicants who successfully pass this stage are then called in for an interview.
After their interview when the line and job managers are satisfied that the employees are perfect
for their jobs they are then chosen for the job.
Employment Law
Employment laws refer to all those laws which are formulated by government in order to
benefit the employees and so that no employer can practice negative practices with their
employees. These various employment laws include terms and conditions of employment,
representation of employees and industrial relations, discrimination, leave rights of an employee,
termination policies of an employee, data protection and employee privacy as well as court
practice and procedures. All these are to be duly followed by organisation while selecting an

employee for selection and recruiting them in the organisation. If these laws are not followed by
company it may lead to lawsuits against company and they might have to face negative
circumstances in future due to such lawsuits.
Case Law
There are a number of cases regarding employment laws in the history. Some of those are
mentioned below: Guisado v Bankia SA and others (ECJ)
This refereed to a case in which went to European Court of Justice in which the HR professionals
faced issues regarding including a pregnant employee in the collective round redundancies. This
describes various measures on how to deal with the pregnant employees and also describes the
maternity leave and how to manage when applicants apply for maternity leave (Stewart and
Brown, 2019).
Capita Customer Management Ltd v Ali (EAT)
The following law talks about enhanced pay of parents and also regarding sex discrimination in
an organisation. This is regarding maternity leave provided to men in compared to women.
Because when the partner of a male is pregnant, they need to provide them enough time to
manage their mental and physical wellness which is not possible while working full shifts
throughout.
WM Morrison Supermarkets plc v Various claimants (Court of Appeal)
This following case talked about the liability of employer while employee makes any breach. It
was related to an ex-employee of morrisons who leaked the personal data od employees in a
newspaper along with their personal details. The court came to a decision that it was duty of
organisation to safeguard the data of their employees. they need to tap on the unusual changing
of emails as well as systems being used after office hours (Boella and Goss-Turner, 2019).
It is important for every organisation to meet all the needs regarding workforce planning
so that they can guarantee their success in future.it helps businesses to make sure that they have
well trained their existing staff and also, they efficiently take on the responsibilities of their new
employees. Tesco have a number of jobs opportunities it is important to make sure that company
hires right people with right skills at right place in the organisation. This will help company to
obtain its objectives. Also, there is a dynamic need to manage the changing demand for staff in

an organisation for which development of recruitment and selection processes becomes essential
for Tesco.
LO2
Development and training of employees
Development refers to helping a person grow and enhance their skills and also increase
their abilities (Morgeson, Brannick and Levine, 2019). Tesco believes in an approach which is
shared responsibility approach for training as well as development.
Training refers to acquiring skills as well as knowledge in order to carry on some of the
specific tasks required in an organisation. There are a number of benefits of training to the
employee which includes it increases the sense of ownership in them about the business. It helps
employees to become more organised, flexible and productive and also aids them to mee the
requirements of internal as well as external stakeholders of the employees. It also enables the
employees to develop various skills such as decision making and empowering others in the
organisation as well.
Talent management strategies
There are a number of strategies used by companies throughout the world to manage the
human resource in their organisation. Similarly, Tesco have also developed various strategies in
order to manage the talent in their organisations. There are basically three kinds of programmes
and strategies developed by Tesco. These strategies of Tesco are mentioned below:
Optional programme: As the name says this program is not necessary for all the employees in
organisation. They have a free liberty whether to attend these programmes or not. They can join
these programmes in order to develop some common skills such as leadership and operating
skills. Other than this such programmes also helps in bringing all the employees in an
organisation on the same level (Brewster, Mayrhofer and Farndale., 2018). There cannot be any
discrimination between employees based on their skills once they have effectively attended this
programme. Also, there are a number of employees who want to lead a group. In order to do so
they are asked to join this programme. This programme help in development as well as
identification of upcoming leaders in Tesco.
Developmental programmes: these are those programmes which are conducted after the first
level of program is completed. It basically focuses on overall development of the employee. It

refers to their development in organisation and skills along with various skills which will help
them in career development. This will also provide them with various options for future.
Through the help of all these training and skills employees develop self-confidence and self-
belief as well (Kaufman, 2019). It helps employees in creating recognition in the organisation
which boost up their morale.
Specialised programmes: These are the programmes which are developed by company in order
to make sure that all the A level employees. This was specially meant for employees who require
some special skill to perform their tasks. It is important that they excel in their work because
their job I specific and the job they perform cannot be performed by everyone in the
organisation. This makes the programme as well as training essential for employee and the
employer as well.
Responsibility of employee and employer
It is the duty of both employee as well as employer towards training and development Below
mentioned are some of those responsibilities:
Responsibility of employee:
 Self-realisation: It is important for employees to realise that what are the skills they
posses and which are those skills which they need to develop in the coming time. It will
help them to take the full advantage of the training. They get benefitted by training in true
sense once they have realised their own skills and also the need for development of skills
in them.
 Practice the lessons: Just attending the training and programmes is not enough for an
employee. It is important that they practice all those skills regularly so that maximum
benefit can be attained through the times allotted to training and development sessions.
While employees are investing in it, it becomes necessary for them to take it seriously
(Brewster, 2017). Without any proper practice and training employees cannot find the
results and all the time spent for development will be a waste for them as well as for the
organisation.
 Analysing development: along with organisation and managers it is the duty of employee
to self-assess the growth and development after attending the training and development
programmes. Self-assessment is an important factor for self-development and growth of

an individual. With this employee can also easily judge on which programmes are
necessary for them and which programmes they do not need to attend.
Responsibility of employer:
 To develop a plan: It is an important duty of employer to develop a plan for training and
development in the organisation. Without a plan the execution of training program is not
possible. Therefore, it is important for organisations to make sure that they are involved
with all their management skills to devise a plan which will help them in creating
efficient and effective plans for growth of their employees.
 Provide resources: All the resources which are required for development of employees.
They are required to take care of classes, equipment, trainers, mentors as well as they also
need to manage time for employees so that they can effectively attend the sessions
without hampering their performance in the organisation. For this purpose, Tesco also
arranges on the job training in which they do not require any extra time to train their
employees and with the help of this they can effectively train employees.
 Encourage and motivate: It is the duty of management and employer to make sure that
they keep the employees motivated. It is essential for them to brief the importance of the
programmes. Various growth aspect for employees through this programme. This will
help them in motivating and encouraging the employees. This will build a positive and
trustworthy relationship between employees as well as their managers. Employees will
get personal benefits and through this employer can effectively align the employees
personal as well as organisations objectives.
LO3
Human resource processes and systems
Processes:
Every organisation in todays world work in order to attain a vision, mission and goal. It is done
with the help of formulation of strategies and policies by human resource department in an
organisation. There are a number of processes followed by organisations to do so. Similarly,
Tesco also follows a number of methods to fulfil all these needs of organisation. The processes
and procedures followed by Tesco are mentioned below:

 Human resource Planning: Human resource planning consists of a number of steps. It
includes recruitment, selection, hiring as well as training and development of an employee in
organisation. All these steps are followed by Tesco. They use internal as well as external
recruitment methods. Selection is done after screening. Company also have three well
developed strategies for the hired employees and their training and development. In the
following manner Tesco have carried on this procedure of Human resource management in
their organisation.
 Employee remuneration and benefits: This is a major role of human resource department.
They decide the renumeration and salary of employees working for the organisation. It is
done under strict surveillance of the manager of HR team (Rees and Smith, 2017). There are
a number of rules and laws which are to be followed while computing the payment which
will be made to employees for their work. There are policies regarding provident funds and
pension which are also to be taken care of while deriving this. The managers at Tesco take
care that there is no discrimination in setting up the salaries for employees. It is also their
duty to make sure that employees are paid as per their inputs and accordingly with a number
of laws formulated by government so that no worker is exploited by company.
 Performance management: When human resource department look after training and
development of employees, they also need to take care of the fact that their training is
actually resulting in some benefits for the organisation as well as for the employee. There are
a number of theories and procedures derived by philosophers through which they decide on
ways to measure the performance. The managers at Tesco uses 360degree performance
management plan. In this review about an employee is taken from everyone. This includes
their colleagues, superiors as well as subordinates. It is a fair means used by company to
judge the performance of employees in the organisation.
 Employee retention: This is an important function to be carried out by human resource
department ion every organisation. After all the time, efforts and cost spent to train and
develop employees in an organisation they cannot lose the employees. It is duty of HR
department to make sure that employees are retained in the organisation. The managers at
Tesco takes various measures for this which includes proper pay, motivation to employees,
non-monetary benefits and other perquisites so that employees are happy and never think of
leaving the organisation.

In this way the HR department in Tesco carries out all the procedures involved in the
management of people in an organisation. There are also a number of system developed by
Human resource department in order to make sure that there are no malpractice or negative
environment developed in organisation. These systems are also developed to make sure that
employees are at ease and their work is made convenient. It helps in developing a positive
environment in the organisation. Some of such systems developed by Tesco are mentioned
below:
 They have developed a system for payroll. This helps them in tracking the payment if salary,
bonuses and other benefits to the employees. This helps organisation in being sure that no
mistakes are made in their part while paying an employee for the hard work they have
provided for the organisation.
 Another system developed by Tesco is called Personnel tracking system. It helps them with
attaining all the data regarding employees working for them. It is necessary that company
keep a record of all the employees and also manage and organise those records. It is essential
for Tesco since there are 1000s of employees working for company and they cannot keep
records of them on paper.
 Another important system developed by them is the application tracking system. Through
this they keep a track of all the people who have applied for job at some point of time. It
helps them to track them and get back to them whenever there is any vacancy in the
organisation. This will help company to save time, efforts as well as cost when they are
looking to hire fresh talent. The recruitment process will not be necessary and company only
needs to take care of selection and hiring if this system is maintained efficiently by the
organisation.
CONCLUSION
The above reports help in concluding the importance of Human resource management in an
organisation. There are a number of functions performed by them in order to manage people in
an organisation. It is their duty to make sure that all the employees are selected as per their job
requirements. Through the report it can be seen that Tesco takes extra careful measures in order
to develop human resource and workforce planning in the organisation. All the employees of
organisation are trained well in order to fulfil the needs and requirements of organisation. There
are various programs developed by Tesco in order to train their employee well. Although

recruitment is done keeping in mind the need of organisation, still there remains a number of
skills which are to be developed by an employee. Human resource management in Tesco have
thus developed efficient and effective systems and procedures to meet all these needs of
individuals as well as the organisation.

REFERENCES:
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.