Strengths and Weaknesses of Recruitment and Selection Approaches

This article discusses the strengths and weaknesses of different approaches to recruitment and selection in HRM. It explores the importance of workforce planning and the selection process in Tesco, including internal and external recruitment methods. The article provides insights into the benefits and challenges of each approach.

Human Resource
Management

Table of Contents
Introduction......................................................................................................................................3
LO 1.................................................................................................................................................3
P1: Explain the purpose and the functions of the human resource management...................3
P2: Explain the strengths and weaknesses of different approaches to recruitment and the
selection..................................................................................................................................6
LO 2.................................................................................................................................................8
P3: Explain the benefits of different HRM practices within an organisation for both employer
and the employees..................................................................................................................8
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profits and productivity. ......................................................................................................10
LO3................................................................................................................................................11
P5: Analyse the importance of employee relations in respect to influence HRM decision-
making..................................................................................................................................11
P6: Key elements of employment legislation and its impact on decision-making by human
resource management:..........................................................................................................12
Lo 4................................................................................................................................................14
P7: Illustrate the application of HRM practices in a work -related context.......................14
Conclusion: ...................................................................................................................................15
REFERENCES..............................................................................................................................16

Introduction
Human resource management is a process which are used by the employer to recruit,
selecting, inducting the selected employees, Providing them orientation programs for the benefit
for the company. It is maintaining the relationship between the employers and the employees in
the organisation. To increase the effectiveness in the outcomes of the firms, HRM practices are
implemented by the employers in the management team.(Thornton, 2015). Every organisation
is made of its employees, where they can improve their skills and are motivated to perform
better in the team so that goals and objectives of the organisation can be achieved in the effective
ways. In the context of Tesco PLC company, it is a British multinational groceries store in the
UK market. It stores range are form small express sites to the large superstores. As an assistant
Human Resource Officer for Tesco, in this report, I will discuss the function and importance of
the Human resource management particles. Further the discussion will be on the process of
recruitment and selecting the most suitable candidates for the Tesco firm and evaluate their
performance in the given task and show which rewards are given for good outcomes. We will
also discuss about their business expansion of operations at the international market levels as
they have opened new stores in the US market as the diversify strategies(Bolman and Deal,
2017).
LO 1
P1: Explain the purpose and the functions of the human resource management.
Overview of the company:
Tesco is the biggest company in the UK market having more than 3,60,000 employees
worldwide. There are different types of store in the market such as express, metro, superstore,
extra stores providing the different product according to the customer benefits in the particular
areas. Tesco make sure that right number of employees are in the right kind of jobs in the right
time in the company(Bringezu and Bleischwitz, 2017)
Meaning of the human resources management:
HRM is a process of the selecting, developing and maintaining competent employees in
the organisation so that wants, and desire of the firm are achieved in the efficient manner. In the
other words, HRM is a part of managing the people at the workplace so that they helps in getting

goals of the organisation. With the references of Tesco, manager or the leader make all the
employees will work together for achieving the predetermine standards of the company.
Purpose&Objectives of HRM. The aim purpose of the HRM is to utilize the available
human resources to the fullest capacity of a person. This well further helps in attaining the goals
effectively and efficiently of the Tesco company. Other things is that, employers will make sure
that employees are satisfied with the work given to them so that employees can have self-
actualisation about their performance(Cascio and Boudreau, 2016).
Scope of the HRM: The scope of HRM is very vast in the nature as it include all
activities starting from recruiting the employees till, they leave the organisation. HRM involved
the acquisition, development, retaining and controlling the human resource in the organisation. It
also include different aspect such as the labour, welfare aspect and industrial relations.
Functions of HRM: The manger make sure that all employees work for the common
objectives of the company. There are two type of functions such as managerial and the operative
levels. Some of the functions are discussed as follows: (Wehrmeyer, 2017).

Functional of HRM:
procurement: under this function are HR manager has to follow the proper procedures
to complete the given task in the effective ways. The set of small steps are given by the manager
to its sub-ordinates to perform the given task in time .
Development: under this, the manager has to make various different development
program for its employees so that work can be done in the most suitable ways. The various
program are design to train the employees in the productive way so that goals can be achieved in
time.
Compensation: under this employees are given compensation about the for
completing the given task in the effective ways in the management. It look after completion of
the work in the team within the time-frame.
Integration : under this function, all activities are integrated so that important task can
be completed first and follow the proper rules to finish the task in the best possible ways.
Managerial functions:
Planning: It is a process of providing pre-determine course of action plan for
maintaining the human resource in the company. Manger of the Tesco company make sure that
they establish the goals and objectives which are to be achieved by employees within the time-
frame and in the effective ways. Here rules and the procedures are stated by the employers such
as different stores of the Tesco have different forms of activities which can be performed by
following the rules and procedures(Cascio, 2015).
Organising: This function is used to develop and design structure of the organisation
which are to be followed in the activities. Tesco company make its employees work into
different groups by allocating task which are to be performed by them in the given activities.
Manger delegate the authorities to its employees and to sub-ordinators in the tasks. This
function helps Tesco manger to hand the overall performance of the activities.
Directing: It is a process of making the group efforts to achieve the standard outcomes
by following the direction of the employers. The Tesco make a proper planning of the careers of
its employees and uses various motivation theories to keep them motivated in performing the

given task. Manger also make sure that there is friendly relations between the employers and the
employees.
Controlling: it is a process of forming standards for the performance of the activities
given to the employees and check the actual performance with the standards results and make an
appropriate correction in the action plan of the employees. Tesco company make sure all the
activities are carried out as per the plan and modified action if needed in the organisation.
Workforce planing:
The workforce planing refers to managing the human resource at the organisation so that right
number of employees are present in the workplace. The HR manager make sure that candidates
are employed on vacant positions and are given training to understand the work of the
organisation.
Importance of workplace planing: It is very important for HR manger to hire right
candidates at the right place so that all the tasks are performed according to goals and objectives
of the organisation. This will help company so have effective team in the organisation so that
everyone will on common goals.
Summary: The HRM provide a way for the Tesco company to recruit and selected the
most suitable candidates for the various activities. And to manage the workforce at the
organisation and make best use of qualified candidates. The strategic workforce planning include
that an organisation has the right people at the right place with the right skills and knowledge for
the given task and the activities. This model helps in covering the gap in the present
workforce(Cleaver, 2017).
P2: Explain the strengths and weaknesses of different approaches to recruitment and the
selection.
Workforce planning : Under this, the HR manager make sure that there is proper
number of employees present in the organisation so that productivity can not affected in the
organisation. As Tesco operates at international levels so HR manager have to make sure that
there is decent employees in each and every stores.

The HR manager has to maintain the workforce balance at the management team so the manager
sets the objective for the requirement of workforce, then analyse the existing employee and need
for the future requirement of employees in the company and if any recruitment is needful then
they start the hiring process in the management team
Recruitment: It is a process of attracting, short-listing, select and hire the right kind of
employees for the right jobs. In the other words, it can be stated that the best-qualified candidate
is chosen for the jobs available in the company. Such candidates can be external as well as
internal of the organisation. In the context of Tesco company, HR manger make sure that they
hire right kind of candidates for its team so that desire outcomes can be seen in the organisation.
It forms the base for the selection process, as qualified candidates are pooled into group and then
the selection process start in the organisation( DeCenzo, Robbins and Verhulst, 2016).
Recruitment approaches:

External recruitment Research: Under this method, Tesco company provide
information about the job opening positions on its website as well as on the various social media
such as LinkedIn, Twitter and Facebook so that interested candidates apply on such website and
different medium (Wright, Coff and Moliterno, 2014)
Strength : Here right candidates can be selected as qualified person are chosen from the
pool of the people. Right kind of people can apply to different positions available in company
and most suitable candidates are selected for the further process for hiring in the organisation.
Weakness : There are large number of applicants in the system, so it is difficult for the
HR manager to chosen most qualified candidates among the pool. Sometimes, here there can be

misunderstanding among the information which organisation are looking for and the candidate
uploaded the details.
Their are different type of external recruitment, some of which is discussed as follows:
Advertisement: under this approaches, company post vacant position at the social media
such as LinkedIn, advertisement in the newspaper and other social path form. So that qualified
candidates can apply for the different position.
Strength: large number of candidates can apply for the vacant position in the Tesco
organisation and having good experience in same field.
Weakness: The candidates who have not updated knowledge also apply for the post
which take lot of time for the HR team to chosen the candidates.
Campus recruitment: under this process, company go to different campus to hire the
most effective candidates for the different post. There company get fresher in term of
experiences and have updated skills required to perform the task in best available way.
Strength: the fresher can be hire thought this process which lead to high level for
performance in the management team.
Weakness: It is a time consuming process and involved lot of money, difficult for the
HR manager to select the most qualified candidates as the applied are on the same level.
Placement agencies: under this stages, company handover the responsibilities to the
placement agencies for hiring the most suitable candidates for the different work post.
Strength: the HR manager have a helpful hand from the agencies in hiring the
employees in the organisation Tesco.
Weakness: the Tesco company required a good candidates in the management which is
difficult for the agencies to select the most suitable candidates

Internal recruitment: Here candidates are selected from the internal management team
as they have a performed good in the organisation or have cleared the exam for the particular
positions for the internal recruitment.
Strengths: Here candidates are selected from evaluating their performance in the
organisation. Tesco company give opportunities to existing employees to get promotion in their
position after checking their outcomes given in the team. employees also apply for higher
position due to having good experience in such positions(Jackson Schuler and Jiang, 2014).
Weakness: Employees already knows the working environment of the organisation
which can be not good for the organisation. Employees has same set of minds for operating at
different levels.
Promotion: under this stage, employees of the Tesco are are promoted to the higher
level in the hierarchy after evaluating their performance in the organisation.
Strength: the employee know the work environment and have a sound knowledge
regarding the higher post in the organisation.
Weakness: The manager feels that motivation of the existing is less as compared to new
employees.
Transfer: under this process, employees are transfers to another department or transfer
to another stores. So that employees can complete their in the effective ways within time -
frame.
Strength: it save time for the HR manager to hire new candidates in different stores.
This always helps for the employees to settle in organisation in easy way.
Weakness: Here employees already know the work culture and politics so it is difficult
for the organisation to hide such issues from the candidates.
Demotion: under this stages, the employees are demoted to the lower level due to
ineffective in their work or lack of number of employees at lower level.
Strength: The is provided with the training which helps them to improve the
performance from time to time.
Weakness: under this, employees can feel demotivated in the management team as their
work is not appreciated in the Tesco.

Selection process: The selection process is a method of selecting right candidate who
have necessary qualification for the open position in the organisation. This process is lengthy in
its approaches and complex as it involve various series of steps before making any decision.
Every company have different selection process for choosing most suitable candidates for its
organisation . Similarly, Tesco company, have their own process to select the candidates, HR
manager look the CV send to them such curriculum vitae summarises the candidate’s
information such as education and till date job history. The manger assess the CV'S with the job
specification and selected the candidates.
Aptitude test; the HR manager conduct Aptitude test to check the basic capabilities of the
candidates.
Group discussion: under this process, shortlisted candidates are further test on the way of
thinking by having group discussion in team.
Telephonic interview: Here shortlisted candidates receive telephone from the HR team
for further process. The HR manager of Tesco have telephonic around with the shortlisted
candidates to get more information about them and check their communication skills.

Strength: Under this method, candidates know more about the different functions of the
organisation and get to know the term and condition of the employment. Employers comes to
know about the communication skills which is very important for the store’s employees.
Weaknesses: sometimes there is a poor connection during the communication between
the HR manger and the candidates which leads to misunderstanding. It is difficult to explain the
roles and responsibilities to the candidates over the phone(Lee Cooke and Xiao, 2014).
Face to face interview: Some shortlisted candidates have a face to face interview with
the HR manger. Here technical skills of the candidates are evaluated and then again selected for
the further process. Manger can evaluate the confidence levels of the candidates and observe the
behaviour of the candidates.
Strength: candidates comes to know about their role and what is expected from them in
the organisation. Term and condition of the employment is discussed with the candidates.
Weakness: Candidates get nerves at the time of interaction with the HR manger, which
lead to negative impression of the candidates in front of the team of HR manger(Luthans,
Youssef and Avolio, 2015).
Performance management : It is a process of measuring the performance of its
employees from time to time so that effectiveness can be achieved in the organisation. it is way
through which organisation aligns its mission and vision with the available resource and system .
The tesco company can use performance management system to evaluate the outcomes of
its employees.
Rewards system: Under this system, the employees are provided with the rewards for
their best performance in the organisation. That also keeps employees motivated to give good
inputs at the task.
This system is used by the Tesco manager, that make employees to work at full potential
and are given rewards for their hard work in the organisation.
This HRM practices helps employees to give their best at the workplace. And
employers are benefit as they get right employees by hiring most suitable candidates

LO 2
P3: Explain the benefits of different HRM practices within an organisation for both employer
and the employees.
The human resource management has a important role in the workplace for the employers
as well as for the employees. The HRM practice helps in protecting the rights of the employers
and the employees and look after that such practices follow the scope of the employment law
and labour laws in the organisation. The HR manger make sure that they hire employees though
the transparent process which will be benefits for the both employers and employees as most
suitable candidates are employed in the organisation. HRM practices creates various programs to
improve the work quality of the employees such as training and development and reward
management in the organisation. The following is a diagram of HRM practices which are
implemented in the organisation. Some of which are discussed as below:

Training and development: Under training and development method, it provides the Tesco
company to enhance the performance and productivity of its employees. It helps in
communicating the necessary skills requirement and responsibilities to the employees from time
to time. It helps in reducing the employee’s turnover ratio in the organisation. It is beneficial for
the employers as it helps in increase the productivity of the employees which further improves
the overall performances of the organisation. While going thought such programs increase the
consistency in the outcomes of the employees as these training session helps in improving the
performance at the individual levels and at the level of the company. One of the major functions
of training analysis is to identify the skill gap between the employee’s current skill level and the
requirement of the Tesco organisation. The disadvantages of training and development for the
employers is that it required lot of money to conduct the training program and it also a time
consuming process for the organisation. On the other hand, the employees point of view is
ignored and are provided with the old set of training.
Reward system: Other HRM practices which are implemented in the organisation is a
reward management system in the firm. It is system which is alignment with the goals and
objectives of the organisation. There are two type of reward such as monetary and non—
monetary which motivates employees to contribute for the betterment for the organisation.
Monetary rewards include the increase in the salary, provide various incentives , vacation trip
with booked tickets and etc. such kind of monetary rewards helps in motivating the employees to
perform better in the given task and it is also beneficial for the employers as the work is done
on time and with the good &accurate quality of work. Non-monetary rewards include
certificates, letters of appreciation and etc. which helps in motivating the employees to perform
better in the organisation. These HRM practices is beneficial for both the employers and the
employees for improving the performance of the overall organisation in the long run. The
disadvantage of rewards system for the employers is that some of the worker will feel that some
candidates are given preference in the team. And employees also feel same, that there
unfavourable work environment. (Machlis and Tichnell, 2019).

P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profits and productivity.
The HRM practices are good for the raising the profits and productivity of the company
in the long run. There are various HRM practices and several theories which provide ways to
increase and improve the productivity of the organisation. It aims to have a more open
environment, flexible and carry management style so that all the employees are motivated and
managed in such a way that they give their best performance in the team. The effective HRM
practices act as an instrument which guide them to achieve organisation mission and visions,
focus in on enhancing the productivity of the Tesco company in the target segment.
(Theodorakopoulos, and Budhwar, 2015). Under the open performance management system
look for managing the employees effectively so that individual objectives are aligned with the
organisations goals and objectives.
The Tesco company uses different training and development which helps in improving the
productivity of the organisation and Hrm practice they 360 degree performance..
With the sound training and development programs they ensure that employees are
improving their outcomes which will helps in increasing the profits and reducing the cost of the
organisation. The Tesco company uses 360 degree performance management feedback
system which provide a way for enhancing the performance of the organisation for the long term
in the competitive marketplace. Under such condition, employers and employees comes together
for achieving the organisation mission and visions within the set time-frame. HRM practices
provide set procedure which are followed by the both employers as well as for the employees for
the growth of the organisation. These particles include steps right from starting to hire qualified
candidates and providing them right kind of work and improving the certain areas and giving
rewards for their good results so that organisation goals and objectives can be achieved. The
company uses different HRM practice to achieve the most suitable positions in the target
market. These HRM practice provide a path-form for training the employees in such a way that
lead to ascertaining the organisation objectives in the market and for the longer period of time.
Strength: the training and development provide a way to improve the perform the employees so
that productivity of the organisation can be increased and the 360 degree performance system
help in improving the outcomes of the organisation.

Weakness: The training and development program are outdated which further may delay in
performance of the overall organisation. These HRM practices are time consuming and need
money to conduct such practices.
Rewards system: under this system the employees are given rewards for their good perform in
the given task. And this motivates them to give their best inputs at the workplace which will
increase the profits for the organisation in the long .in the context of tesco, the manager make
sure that employees are rewarded for their good work.
Strength: This will helps employees to perform at their full capabilities at the workplace and
give their new ideas at the workplace to increase profits in the long run.
Weakness: sometime is lead to discrimination at the work place some employees feels that their
work is not appreciated in the team work. This will further delay in performance of the
organisation.
LO3
P5: Analyse the importance of employee relations in respect to influence HRM decision-making.
When top management team and its sub-ordinates work together by having proper
communication about the work need to be done in the team is a result of employee’s relation in
the human resource management. The Tesco company have a formal and informal interaction
with its team so that they feel comfortable for having good communication in the organisation.
Some of the Significance of employee relations in an organisation are as follows( McKinley,
2017).
Role of trade unions: under this, the employee relation is getting effect by the trade unions,
these union are voluntary in the organisation for the employees to whether to join or not . They
are regulated in a Britain by the trade union. And labour relation act 1992.

the principle purpose of a trade union is to regulate employee relations with a collective
bargaining which include negotiation about the pay and other condition of employment. And
point is discussion about the business and workplace problem that affect the levels of
employment and various terms and conditions.
Redundancy practice: This practice include the there is no more work available in the
organisation which can effect the employee relation in the company.
Disciplinary procedures: This procedure, shows terms and condition which are to be followed
in any organisation.
Resolving the Problems of employees and the organisation: The good and effective
relationship among the employers and the employees helps in solving the problem and issue
arise in the organisation. The employee relations provide a way to smoothly dissolve the issue
among the employees and with the top management and its employees. There is interaction
among the all the members of the organisation which further helps them to dissolve all the

difference in the team and with each other in the organisation( Nicholson , Smith and et.al.,
2018).
Advantages of Employee relations Disadvantages of Employee relations.
 It helps in increasing the productivity
of the organisation by having effective
communication in the team.
 Here employees has different focus
rather than common goals of the
organisation.
 There are less number of issues in the
organisation which will increase the
profits and productivity of the
company.
 There can be unhealthy work
environment in the organisation (Taras,
2016).
Effective Human resource functions: The good relationship between the employers and
the employees lead to have effective function in the organisation which have common goals and
objectives. These functions include selection and recruitment, promotion, training and
development which are to be carried carefully to have effective employees’ relation in the
organisation.
Employees satisfaction: It is important for any organisation to have satisfied employees
in the team so that organisation goals and objectives can be achieved in the long run. The
satisfied employees leads to enhance the productivity of the overall organisation. This generate
positive environment in the organisation so the needs and wants of the employees are satisfied.
P6: Key elements of employment legislation and its impact on decision-making by human
resource management:
There are laws which are stated by the government for the betterment of the organisation.
Here various laws and policies are formed which needs to be followed in the company for
achieving the goals and objectives of the organisation. These laws are a opportunities for the
company to build a productive environment in the organisation which will helps in increasing the
profits in the long run. Some of the laws are discuses as follows:
Labour laws: under this law, various terms and conditions of industrial relations are
followed in the organisation. This can include discrimination policy, employment laws and

maternity leaves which are given to employees for performing better in the organisation. This
law helps in taking good decision by the employers in deciding about the promotion of
employees and providing training and development to employees(Noe and et.al., 2015).
Equal pay act 1970: under this act, employees are paid equally to the assigned
designation in the organisation. The Tesco company have a clear transparency in their pay scale
so that all the member of the organisation know their pay and work attached to such income.
This act stated that there should be clear pay scale in the system of the organisation.
National minimum wages : Under this act, employees have a right to receive minimum
wages in the organisation. The Tesco company have to follow the minimum wages set by the UK
government for its employees so that employees get their wages on time(Nyberg, Moliterno and
Lepak, 2014).
Sex Discrimination act: Under this act, employees are not discriminated on the base of
age, value and culture, sexual harassment and etc. The Tesco have such act in its policies so that
all the employees feel same in the organisation. Further this will improve the work culture of the
organisation which will lead to enhance the profits and productivity of the company.
Working time directive: under this law, employees are given proper working hours
which needs to be completed by all the employees and if they are working more than prescribe
hours then they will be given pay for their work-related.
Employment act 2008: According to this act, all the employees are hired under the
employment act, which describes the base of their employment and basic needs of the employees
are to br provided by the employers.
Data protection: Under this act, employee’s data is given protection at the workplace
from getting stole by another employee. Their work is protected at the system of the
organisation.
Race relation act: Employee are discrimination on the base of colour, race or national
origins. This act will helps employees to save them form this kind of discrmination.
Work and families act: under this act, the employees and employers have to follow the
flexible labour market in the organisation. Their should be proper balance between the work life
and social life of the employees and employers.

Disability- discrimination act: Under this act, employees should not be discriminated on
the base on any disability employees have. This act is use to promote the civil rights of the
people in the organisation.
Lo 4
P7: Illustrate the application of HRM practices in a work -related context.
As working as a intern in the HR department of Tesco company, recruitment and selection
process is to carried out and for the same, job description for personnel secretary as is drafted
and interview question which are to be asked are stated.
As per HR manager, the Tesco required personal secretary at the head office as there are lot of
work which are to be schedule by the secretarial so that important work are given first
preferences. Their are various program in the organisation which are to be organise in the
professional way and the benefits of the personal secretary is that all the work ca be plan in the
effective way.
Job Description.
Job title
Main purpose of job
Reporting to
Key tasks
Personal secretary
To give personal assistant to the Director of the
company.
Board of Directors
 Provide secretarial services to the
directors.( Ployhart and et.al., 2014).
 Review the administration activities.
 Maintains the Directors dairy
 Preparation of all paperwork.
 Maintaining the relationship between
the management team.
 Handling the guest enquire.
Interview question

1) What is the skills personal secretary should have?
2) How you will arrange your day as a personal secretary?
3) Explain what is minutes and what should be included in it?
4) Why you leave the last organisation (Smith, 2016).
5) What are your strength and weakness?
6) What training programs you have attained?
7) Describe your last experience in the organisation?
8) How you will handle the problem in the organisation?
9) Gives reasons why should we hire you?
10) What you know about our organisation?
JOB offer letter:
MR, John
subject: Offer letter.
We are pleased to inform you that you have been selected for the position of the personnel
secretary in our organisation. The roles and responsibilities are stated in this letter, please go
thought it.
Basic salary: $3000/per month
Working hours: 9 -5 pm( 8 working hours)
your sincerely ,
HR manager,
Tesco ,UK.
Conclusion:
Under this report, the human resource management is analysed in all aspect of
organisation which lead to enhance the productivity of the company. The good and effective
human resource management helps in having qualified employees who are most fit for the

organisation. The aim of the HRM particle is to hire good employee who give good completion
in the marketplace. There are various laws stated in the UK government which are followed by
the organisation to have effective productivity in the target market. These laws are followed in
the organisation to build a strong relationship within the organisation. The HRM practice provide
a clear way for the organisation so that all the activities are performed under rules and regulation
to achieve the pre-determine goals and objectives in the long run(Sparrow, Brewster, C. 2016).

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