MANAGING PEOPLE IN ORGANIZATION

Managing people in the organization is crucial for achieving company objectives. This includes effective recruitment, selection, training, and induction programs. Challenges and trends in people resourcing are discussed with a focus on Tesco. The importance of training programs and induction for employee retention, productivity, and company reputation is highlighted.

MANAGING PEOPLE IN ORGANIZATION
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Executive summary
Managing people in the organization is a vital part for any company to meet the key objective.
Managing individual in a company is all about implementing effective modules and framework
of company needs and demands that to be followed by the employees in the company.
Employees were the builder base of every company, so it is highly needed to introduce
interesting training classes and recruitment schemes in a company to achieve future goals.
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Table of contents
Introduction.................................................................................................................................................4
People resourcing........................................................................................................................................4
Recruitment and selection..........................................................................................................................5
Induction.....................................................................................................................................................9
Training programs.....................................................................................................................................10
Conclusion.................................................................................................................................................12
Reference list.............................................................................................................................................13
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Introduction
Managing people in the organization is the most effective way to gain key success towards
achieving the objectives and goals of the company. In this context importance of human
resourcing has been properly analyzed with their challenges and current trends. An effective
framework of selection and recruitment techniques has been shown with their involved terms
such as job description, job analysis, short listing, and person specification has been described.
Selection test and their types have been properly explained taking concern about Tesco.
Procedure of interview with their advantages and disadvantages has been discussed efficiently.
The major key values of induction classes have been mentioned in this context. Training classes
and training programs has been described with roles of managers has been properly discussed in
this context. Challenges faced in the induction class has been analyzed and explained. The
importance of induction class on employees has been properly illustrated.
People resourcing
People resourcing are the key role of HRM of a company. People resourcing are so much needed
in a company, as it is the success centre for any company regarding ability to retain and attract
motivated and skilled employee. The main purpose of people resourcing is to team up skilled
employees in adding beneficial values to the stakeholder and company. At tactical level, people
resourcing enables to explore coordination between company development and external context.
People resourcing can evaluate high standard strategies in decisions that can influence procedure
of employing individuals and regarding them with respect to their contribution in the company.
As per case study it can be observed that, Tesco is biggest employer in private sector of UK. On
the perception of people resourcing Tesco requires highly skilled people in logistic and
management stocks for attaining efficient performance in the company (Fraser, 2014)
Current trends
Social networking is playing a crucial role in driving people resourcing on rise. It has been found
by many researches that maximum companies were engaged in social media and social
networking for searching and creating centre of attraction for candidates. Many HR executives
and recruiters discovered that 50% of the companies were associated with networking sites of
business such as Facebook, Linkedin and many other employee recommendation programs than
classical job boards and prints. Now a day’s social networking is the trendy recruitment tool for
all candidate globally. For example, T- Mobile is a new dimension towards social networking for
recruiting graduates via Facebook. According to Tesco, job description on the topic of people
resourcing contains valuable information to attract candidates for employment. The current trend
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of Tesco towards resourcing has developed a well, organized checking device for assuring
desired seat for deserved candidate as per their skills and knowledge (Casado, 2016)
Challenges
Companies face both opportunities and challenges on the subject of people resourcing. The
department of people resourcing get charges with managing personnel issues and here are some
challenges that is generally faced by professionals,
 Hiring and identifying candidates regarding open jobs
 Conducting terminations for employees
 Managing perks and benefit programs
 Ensuring external and internal equity in compensation
Creating complexities of managing and hiring is the major challenge faced by the professionals.
The increase of judicious cross-border buys and sells, with use of communication technology and
extension of transnational companies is not expected to grow full-size. Attracting talented
candidate necessitate staying alongside with new strategies in the company. In the context of
Tesco it can be observed that, purpose of Tesco is to serve their customer effectively. Tesco got
7 part framework needed in candidate to ensure their desired position, so it is the sole
responsibility of professionals to manage skills in local level to understand comprehensive
understanding towards hiring and regulation laws. A professional must build close relationship
with enrollment partners and help agencies to understand the proficiency framework of
company. The recruitment criteria in Tesco helps candidate to recognize resources, skills and
knowledge needed to carry forward their roles in the company (Chiang, 2015)
Recruitment and selection
Selection and recruitment is the most expensive process of human resourcing and it consumes
highest level of budget. The HR is the most responsible person for proper management in
recruitment procedure to improve performance level of selection and make managers satisfied.
HR recruiters must follow the process to keep their candidates in view of right managers for
achieving consensus and proper decision regarding hiring. The performance in recruitment
process must be analyzed and measured with new innovative employment solution for
implementation. According to Tesco the recruitment process need to be o regular basis intended
for both non food and food parts of business (Almeida, 2017)
Job description
Job description is the major toolkit for HR recruiters to help organization about revising
developed job profiles for staff positioning. Organizational effectiveness and rate of increased in
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candidates will be beneficially affected by the job description enhanced by the HR management.
A better job description involves,
 Responsibilities and duties of employees
 Relative importance of duties
 Procedure for position contribution towards objective, goals and mission of organization.
In Tesco workforce is the important element for planning job description. In Tesco a better job
description involves,
 The job title
 Holder responsibility for candidate
 Job holder responsibility to their candidates
 Proper description of responsibilities and roles
Job analysis
The job analysis is a process for determining needs and demand of the organization. A job
analysis must be conducted by HR management of the company and also can be done by
consultants, which proves to be most helpful as they introduce unbiased advice, methods and
guidelines. A job consultant has no personal dislikes and likes regarding analyzing job. Tesco
has most effective way for attracting right candidate for the job on the topic of job analysis. By
accessing the website of Tesco an applicant can easily get proper description on the topic of
local jobs, position of head office and management posts (Hoque, 2017)
Short listing
Short listing is basically identifying the candidates, who can meet the selection criteria for posts
and are likely to carry out job duties seriously. The short listing procedure must engage proper
assess on candidate application on the subject of desirable and essential criteria that is detailed in
the person specification. Tesco selection involves, choosing suitable people as per employment
laws. The screening part is taken into consideration by Tesco to ensure better position of desired
candidate in the job requirements. The screening process of Tesco is based upon proper analysis
in curriculum vital of candidate that can match the person specification in the job recruitment
scenario (Singh, 2017)
Person specification
Person specification gives a proper description about, skills, qualification, experience,
knowledge and different attributes which is effectively needed by candidate to perform job duties
effectively. The person specification must be evaluated from job description, which can be
effective to form the foundation for recruitment process. Tesco involves much employee
identification responsibility, which can likely to develop better careers in Tesco. Person
specification provides the most crucial role in advertisement on the topic of job; it enables post
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holders and job applicants to properly analyze the requirement criteria in job. At Tesco the entire
criteria is all about attractive efficient people, acting as checking device to ensure right selection
of candidates with respect to interview and setting standard and targets in the job performance
(Berry, 2017)
Selection test
The purpose of selection test is all about accessing candidate’s ability for performing precise
task, which is termed as sample test. This kind of test was basically a replica of the actual job, to
identify skills, experience, and qualification for carrying out the job.
Types of test
 Drafting letter, memo and report
 Document correction for proofreading
 Technical tests
 Numerical tests
 Typing tests
Selection test of Tesco is about psychometric test, which involves verbal, numerical and logical
reasoning. Tesco takes general aptitude tests for their candidate to extract the skills and
knowledge from them.
Interviewing
Gathering effectual background information about the employee is the main motive of interview.
Interview skills required for candidates were,
 Preparation
 Punctuality
 Thinking twice before speaking
 Speaking calmly, cohesively and clearly
 Being confident without arrogance
 Listening
 Expressing optimism with body language and words
 Showing interest and no desperation
 Expressing gratitude
Possible gratitude questions in Tesco, involves
1) Why you want this job role?
2) Why you want retail industry?
3) Who were the main competitors of Tesco?
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4) What strategies Tesco involves to make out with their competitors?
5) Current challenges of Tesco?
6) Personal values?
Decision
Selection and recruitment is based on decision making strategy. Choosing right candidate for
their desired position is not guesswork; proper implementation of decision is needed to achieve
all the needed criteria of company by their employee selection. In the selection process,
candidate ability is weight up alongside sustainability aspect of candidate. Major decision is
needed in Tesco, for supporting the operating units and recommending strategically changes. A
candidate must acquire good knowledge about business and skills for analyzing decision and
information for leading others. Decision making is so much needed in Tesco, in the recruitment
process to evaluate effective selection of candidates in the company for their desired job position
(Chadwick, 2017)
Advantages
Recruitment and selection of candidates is the active part in human resource, for useful screening
of candidates as per their job recruitment. Some advantages of selection and recruitments were
listed below,
 Strong crowd of applicants
 Accurate screening
 Proactive alignment of strategies
 High morals and reduced turnover
Tesco involves external and internal recruitment. External recruitment involves job
advertisement in website of Tesco, whereas internal recruitment involves internal skill of
candidate to fill up vacancy. Online applications were made in the Tesco website for managerial
posts. This is the most advantageous part of internal and external recruitment in Tesco.
Disadvantages
Recruitment is the process of filling up vacancies in a company. Recruitment and selection
involves, increase in quantity and quality of application for proper position of candidate for
making beneficial improvement of candidate to get desired position in the company. There were
many disadvantages of recruitment and selection, such as
 Inefficiencies
 Internal narrow ideas
 Online cumbersome
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The major weakness in Tesco regarding recruitment is that, it spends maximum time using the
online tool kit for recruitment. It involves some common job tactics like, job fairs, recruiting
tables in cold calls and public places and hence it becomes difficult for professional to get proper
access over the employee.
Induction
Induction is so much important in a company to involve employees in the main objective of the
company and their activities. Induction describes the core values of a company and their working
functions. The induction class of Tesco involves, company values, future mapping, fun learning
and verdict. Tesco gives a proper description and goal objectives in the induction programs.
Induction programs basically prepare an employee towards operational aspects regarding their
responsibilities and roles in the company (Billon, 2017)
Importance of induction programs
Induction program is so much needed for any company to make their employee well known
about all the moral values and key objectives of the company. An induction program ensures a
proper workplace culture, where new employees get better alignment towards the working
environment of the company. A new employee must get concern about the objective framework
of the company. A better procedure of education towards the company is provided in the
induction class, which involves safety measures and critical policies of the company. All these
policies and company values gives a beneficial scenario of company towards a employee to
properly protect the business by accident prevention and defending towards improper claims.
Retention
Induction programs facilitate employee with adjustment of new roles, to do things better way in
the company at initial stage and creates an effective impression towards the company and their
activities. An employee gets highly engaged towards assimilating business culture by
implementation of induction program on them. All this finally ensures retention of employees in
the company, which saves recruitment costs and makes employee feel supported in the working
scenario of the company (Premkumar, 2017)
Productivity
Employees get to learn about doing things in right way, hence showing creativity and
productivity towards work. Productivity culture is so m8uch needed in an individual to extract
out beneficial objectives of the company by their production power. Productive and innovative
thinking comes only by attaining an effective induction course and getting wellbeing knowledge
about the company. Productivity of the company gets highly affected by the induction class as it
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ensures maximum production with respect to expertise employees in the company (Holtz-Eakin,
2017)
Saving money and time
By a helpful induction program, more money and time can be saved by the company. When an
individual get accustomed with all the key aspects of the company, professionalism in work can
be attained , hence employee sustainability increases and therefore time and money can be easily
saved as per arranging of recruitment programs and interviewing for candidates .
Company reputation
An induction class helps to enhance professional impression towards the business that
incorporates providing effective service to customers and development of production rates. A
company reputation and their position in the marketing structure can be easily judge by the
induction class of the company. Induction class is so much important to engage more employee
and referrals of employee towards the company; hence a better feedback can be gained by the
company by proper induction class. Increment of company reputation can be easily gained by the
induction class, as it involves an effective working culture and high standard productive rates in
the company (Arli, 2017)
Challenges encountered in induction process
The induction program must involve springboard towards the employee performance, progress
and engagement in the organization. Some common problems faced during the induction course
were basically administrative overload, setting aside induction class as per schedule problem of
manager, disconnection of induction program from business induction and uninterested activities
of induction. An employee must be highly involved in the induction class so as to provide proper
contribution towards the company. Uninteresting activities in the induction program can
demoralize many employees in the company regarding their working performances. It is much
necessary to involve interesting activities and task in the induction class to involve more and
more employees towards the working scenario of the company. There must be proper alignment
of business objectives in the induction class, to provide adequate knowledge about the company
towards the fresh employees. It is observed that due to inadequate evaluation of business
objective in the induction class, many employees’ gets distracted from work, due to insufficient
knowledge provided in the induction class. An induction class must involve effective and
efficient knowledge about all policies and norms about the company so that employee does not
get into dilemma on the subject of basic needs and requirement of the company (Russier, 2017)
Training programs
Any company keeping a motive for employee development must ensure an effective training
program for their employees to enhance the workforce capability of the company towards the
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key objective and goals in the perception of company. By creating an effective training program,
it gives proper assurance to the company about workplace adaptability, flexibility and always
ready to accept changes in the company (Fujimoto, 2017).
Importance of training programs
Training programs is the base builder for an effective workforce in the company. Training
programs contributes many valuable effects towards company performances with respect to
promoting company popularity in marketing and sales framework.
Effective communication
Minor communication ability can lead to negative relationship in working culture of the
company. Insufficient communication skill can highly affect the bottom line of the company.
Every employee in the company must be wellbeing accustomed with better communication
ability towards face to face conversation with higher authority and giving effective answer
regarding emails and calls, to ensure a proper service towards their customer. An effective
communication can ensure high retention rates of customer in the company. A better culture,
behavior and decency can be gained by effective communication ability (Bolsen, 2017)
Time management
Time is the most valuable resource for a company as we know, time is money. Time
management is success key for every company. Time management techniques provide tools and
techniques that can help employees to stay loyal, effective, focused and productive. Training
involved in project management can ensure resourceful time management in the company. Most
effective skill is project management which drives the career path for each and every employee
in the company (Soares, 2014)
Challenges in training programs
Training is so much vital for any company to reach towards success. It is the sole responsibility
of training manager to provide effective, engaging and on demand training.
Inconsistent training
With spreading of organization in different locations with more than two trainers, there is no
assurance that the delivery of training can be consistent. This structure o0f inconsistency occurs
due to difference in levels, teaching style and knowledge of trainers with respect to location and
structure of business. This ensures that there is maximum mobility in delivering of training to
their new candidates. There must be proper creation of standardized curriculums with effective
approval and input of trainers on expert matters in training process (Linnan, 2017)
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Conclusion
Workforce planning is so much necessary for a business to meet the future demands of related
staffs and company. Tesco has developed a clear and distinct organization structure, with proper
job description and individual specifications. Tesco provides user responsive path for job
applications and have a consistent approach towards selection and recruitment. Person
resourcing has been properly described with their current trends and challenges. Recruitment and
selection has been effectively described with proper job specification and person specification.
Effectiveness of training programs and induction courses has been mentioned to be the most
valuable feature in developing company reputation and workforce performance. A better
scenario of company can be achieved by implementing valuable training courses by which
working performance can be highly evolve in the company. A company can ensure all their
objectives and future goals by engaging beneficial training framework for employees.
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