Job Profile for Administrator (General) at TESCO Store Malaysia

This project is based on TESCO store Malaysia and chosen job profile is Administrator (General). Concepts like Person-job fit, Person-competencies fit and Person-Culture fit will crucial part of this assignment.

Individual project

Contents
INTRODUCTION.......................................................................................................................................3
JOB PROFILE TEMPLATE.......................................................................................................................3
CRITICAL EVALUATION ON THE BASIS OF THREE OF INDIVIDUAL FITS.................................3
JUSTIFICATION OF ALIGNMENT..........................................................................................................7
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
Employees are considered as the most important part of an organization, this is a main
reason that choosing best candidate for a profile is very significant for an enterprise. This project
is based on TESCO store Malaysia and chosen job profile is Administrator (General). Concepts
like Person-job fit, Person-competencies fit and Person-Culture fit will crucial part of this
assignment. This file will get conclude with the justification on the result of above mentioned
concept.
JOB PROFILE TEMPLATE
Position: Administrator Level: Executive
Person-Job fit Person competencies fit Person culture fit
DISC OCEAN MBTI Technical Interpersonal Core values Yin-Yang
IS EACON ESFJ Decent
technological
skills
Cooperative
and confident
Open-
mindedness;
Commitment;
Consistency
Yin
TESCO is multinational organization and they are one of the leading retail companies in
Malaysia. Administrator is an important post because this person will be responsible for
managing all the day-to-day activity and keep record of various information like commodities in
store, employee’s details and other miscellaneous work provided by manager of store. Fit-ability
of candidates will be done by considering three areas.
CRITICAL EVALUATION ON THE BASIS OF THREE OF INDIVIDUAL
FITS
Person-Job fit – this criterion is related to the personality of individual who will be best fit for
leading marketing department. Below is explanation of ideal candidate on the basis of 3 models.
DISC – IS (Influence, Steadiness) is the appropriate type of personality for this position
as the person should be able to communicate about different activities that are happening in
store. If the candidate is not social then it is difficult for him/her to influence people (Tyson,

2014). Talkative person is appropriate for this profile because he/she can energies workplace
environment which is essential for removing negative thoughts from the mind of ground level
workers. These types of small things are not visible but they provide an edge to organization in
long run.
Lively candidate motivate other employees to do better and they also support majority of
the decisions taken by management. The work of administer will be flexible beside some routine
work as he/she will have to assist manager in other activities like documentation, managing
maintenance record etc. “Steadiness’’ is another dimension of this model and tasks which require
flexible employees should seek accommodating people. Candidates who are ready to help in any
kind of scenarios are best fit for this post of Administrator. If a person is rigid and do not have
qualities like multi-tasking then he/she is not appropriate for this position.
OCEAN – For Administrator post, perfect type of candidate will be EACON.
Extroversion means that when void exists in the store then chosen person should have ability to
fill that void and grab available opportunity. Suppose if a sale-person is absent and floor need
some who can deal with customers them Administrator should attend buyer. Company
understands that delivering same results as of regular employee is not possible but at least chosen
candidate should not disappoint consumer but creating bad image of the store. Relevance of
EACON is based on sequence of letters in which they are occurring (Chopra, 2017).
Extroversion is most important quality, after this ‘’Agreeableness’’ comes. This means
that person should be cooperative and friendly in nature. These are basic but important factor in
order to become an effective Administrator. Conscientious is another key requirement for this
profile, chosen candidate will have to manage office records and this work can only be given to
responsible & disciplined person. ‘’O’’ stands for openness, although it is not primary quality
which is required for this post but if candidate is creative and intellectually then it will look good
in his/her application. Neuroticism is the last trait, these types of people is not appropriate for the
role of Administrator.
MBTI – ESFJ stands for Extraversion, Sensing, Feeling and Judging. Best person for
mentioned role should lie in this category as his/her job role requires the skills are person in
ESFJ type. Actively social, Enthusiastic, loyal and cooperative are few qualities that lie under

this section. Administrator is not going to be a part of decision making team but assistance
provided by the position to manager of store is crucial for running branch successfully
(Slovensky and Ross, 2012). Qualities like loyalty is crucial for company because allowing
access to store’s data to an unreliable person can provide competitive advantage to competitors.
Person competencies fit – Administrator job profile does not require specialization in any
particular field but candidate must have ability to work in different fields. Below are two skills
which are essential for this work profile:
Technical – Fancy degrees or in-depth knowledge of technology is not the key
requirement of company, organization only want to decent knowledge of computer or mobile
application for example ability to work on Microsoft Word, Project and Excel. Applicant with
Conscious and Unconscious competence will be main target of recruitment wing as Tesco Store
wants to hire someone who already possess these skills or have ability to easily learn them.
People will experience of same will get an edge over others. If selected candidate is at the fourth
stage of competence i.e. Unconscious competence then he/she can help store in gaining
competitive advantage.
It is importance to review level of competency according to situation so if organization
fails to find a person for Administrative post who has mastery in technical skills then they will
have to shift their focus on finding a candidate who is at-least at the stage of Conscious
competence. Management cannot go below this level because potential candidate must know that
how things are done. Recording and maintaining information about stores data require ability to
work on Software like MS Excel. MS Word is used for writing content which can be a letter,
notice or anything that is required by manager. If company will not concentrate on level of
competence then they may fail to hire a person who can work on these softwares then this will
result in letting go competitive advantage which store can earn if Human resource team adopts
correct practice (Marketing, 2015). Applicants with “No or minor gaps” will be on priority list of
Tesco’s store as they are not willing to spend on their development.
Interpersonal – The two main interpersonal skills required for this Job profile is
cooperative and confident. Although it is difficult for HR team to find that whether a candidate
possess these skills or not because there is no specific test to determine the exact level but they

can get basic idea by asking correct questions. Administrator will be connected to every
employee in the store; maybe be directly or indirectly because of the nature of work. So, for this
job role candidate must have a cooperative nature. He/she have to be social and willing to help
co-workers when they need help. Interpersonal skills are not directly connected to education of a
person. It depends of the family background, upbringing and past experiences of a person.
Unconscious level of competency would be required level of competency because store
cannot spend time on new candidate to develop self confidence and a sense of cooperation
(Harvey, 2018). It is necessary for HR wing to review competency level of every applicant as in
order to hire someone who can provide competitive advantage to store at the ground level.
Company will determine the current status of employee in terms of skills possess and match it
with required level in order to identify the gap. Candidate will only be considered if he/she has
minor or no gap in competencies.
Person culture fit – Like of every organization, Tesco Store also have a unique culture and HR
team checks that whether selected candidate will fit in culture or not. It is important to check fit-
ability because skills, talent and competency do not matter if chosen person belongs to some
other culture. Below are two factors for determining correct person in terms of culture:
Core Values – Three core values of the Store is Open-mindedness; Commitment;
Consistency. Selected candidate should have ability to work on newly allotted tasks instead of
restricting him/herself to some particular activities. Person should listen to other even if he/she
does not agree on some grounds. Another important culture prevailing in store is related to
commitment towards work and maintaining consistency on performance.
Yin-Yang – Yin culture is followed in store because it is customer centric where all the
employees concentrate on assuring that buyers get better customer satisfaction. Tesco Store
expect that their employees should strictly follow constructed process and act dynamically only
in special circumstances. Store’s culture is not seeking a risk taker, they want someone who is
people-oriented and collaborative (Quitmeyer, 2018).
Individual lifecycle job fit - Administrator job profile requires a compatible individual who can
is single and fresher. The reason behind prioritizing fresher candidates is their ability to adapt
faster. For this job profile, a fresher is appropriate who has the qualification of master’s degree in

management. For this job profile, single candidates will be given precedence as with minor
family burden, individual will be effectively able to engage himself/herself in the job operations.
This set priority criteria will also lead towards acquiring individuals with committed nature.
There are certain number of activities which will be required for selected candidate for whom it
becomes even more important for the individual to be single and fresher so he or she can be mold
according to the workplace culture and operations (Baker, 2016).
JUSTIFICATION OF ALIGNMENT
For the job profile of Administrator (general), three job fits are selected which are
essential to be aligned with each other which can get the organization an appropriate and suitable
candidate for this profile. These three jobs fits are justifiable according to the job profile. The
first job fit is “Person-Job fit” which states that a candidate must have characteristics of
Influence and Steadiness. Having these features will help the organization in gaining a suitable
candidate who is influential and able to communicate with customers or fellow employees. This
fit also stated that the candidate must be Extroversion so that he / she can mark their presence in
store and be open to adapt certain tasks which are provided (Pareek and Rao, 2015). This job fit
is perfectly aligned with the Person competencies fit, as by having effective conscious and
unconscious technical skills and interpersonal skills is not enough, it is also important to use
those skills for the betterment of the store. The alignment of these job fits will not only help the
store to acquire a skillful candidate but also help them to hire an individual who is extroversion
enough to use those skill to provide benefit to the store.
The two jobs fit which are justified above are aligned with third job fit which is Person
culture fit. According to this job fit, a candidate must lean towards Yin Spectrum. Individuals
with Yin Spectrum are customer centric and people oriented. For a job profile of Administrator
(general), it important to for all these three job fits to be aligned as by this candidate will be able
to use their technical and interpersonal skills to benefit the customers with finally lead to
organization’s situation of attaining competitive edge (Carter and et al., 2019).
Above mentioned three job fits are essential to be aligned with Individual lifecycle job
fit. Under the individual lifecycle fit, a candidate who is single and fresher will be given priority
to as if a person has various personal obligations and responsibility, then their energy will be

diverted and it can influence the functioning of store. The alignment of all four job fits is
important so that a skillful candidate can use their influential and energetic ability to help
customers with any personal diversion.
CONCLUSION
From the above assessment, it has been concluded that it is important to pre determine
certain job fit guidelines so that a suitable candidate for a job profile can be hired. The above
assessment is the job profile summary for Administrator (general) which concludes it is essential
for certain job fits to be aligned with each other so that every required skill and ability can be
given respective priority and no demand is neglected.

REFERENCES
Books and Journals
Baker, T., 2016. The End of the Job Description: Shifting from a Job-focus to a Performance-
focus. Springer.
Carter and et al., 2019 International Business Machines Corp. Job profile generation based on
intranet usage. U.S. Patent 10,332,048.
Chopra, S., 2017. Job description mining to understand undergraduate co-operative placements
(Master's thesis, University of Waterloo).
Harvey, K., 133t, 2018. Method of Automatically Applying to Job Postings. U.S. Patent
Application 15/901,854.
Marketing, A., 2015. Job Description (Doctoral dissertation, State University of New York).
Pareek, U. and Rao, T.V., 2015. Designing And Managing Human Resource Systems, 3/E.
Oxford and IBH publishing.
Quitmeyer, D., 2018. Job matching system and process. U.S. Patent Application 15/962,744.
Slovensky, R. and Ross, W.H., 2012. Should human resource managers use social media to
screen job applicants? Managerial and legal issues in the USA. info.
Tyson, S., 2014. Essentials of human resource management. Routledge.