Recruitment and Motivational Strategies in Human Resource Management

This report analyses recruitment and motivational strategies in Human Resource Management, with a focus on TESCO. It covers the advantages and disadvantages of recruitment strategies, and the various motivational strategies used by the company. The report also includes recommendations for improvement in the HR department process.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
Recruitment: ...............................................................................................................................3
Recruitment strategies: ...............................................................................................................3
Motivational strategies................................................................................................................6
Improvement require in Human Resource department process Along with this some
Justification on recommendation: ..............................................................................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is an effective practise managing, hiring, company's
employees. Human resource functions has been considered as managing recruitment process. IN
this process human resource management covers various functions that is being concerned for
achieving organisation, individual or social objectives. Company's Human resource department
is commonly responsible for establishing, putting into effects and analysing policies, control
workers and the relationship of company with its workers. Manager of HR can support in hire
new professionals who have effective skills and knowledge which are essential to fulfil
company's objectives. The main aim of this report is to critically analyse company's recruitment
and motivational strategies how these strategies help company in effective completion of task as
well as goals (Ren and E Jackson 2018). This report includes brief analysis of TESCO company
recruitment and motivational strategies, how these strategies help company to effectively
complete all the recruitment process. TESCO is well known multinational company who deals in
diverse areas such as grocery, home care products, food, non-food, health and beauty products
and many more. Along with this report includes improvement which are required in Company's
HR department process.
TASK
Recruitment:
It refers to the essential function of human resource department. It indicates process that
includes each and every thing such as reaching,attracting, screening, shortlisting, interviewing,
selecting, hiring and onboarding employees. In an organisation recruitment team can be big or
small it is basically depend upon the organisational size. An effective recruitment process allow
Human resource managers to identify qualified candidates effectively and quickly.
Recruitment strategies:
It is an effective action plan that help company's to successfully search out, attract and
hire the most appropriate candidates for roles. Each and every company hire candidates
differently due to various factors like culture of company, industry, recruitment team and work
location. Also company's priorities, strategies and requirements can vary depending upon their
location, age, and size. TESCO use various recruitment strategies to hire most effective and
efficient employee for their company (Morley and Heraty 2019). TESCO advertise their job post

in different ways. TESCO mainly see its internal talent plan to fill a vacancy. This process lists
current employees looking for a move, may be from some other level or on promotion.
Recruitment strategies followed by TESCO Company:
TESCO primary look at its internal talent plan to fill the vacancy. This process that
register current employees who want to move or shift, either at the some other level or they want
promotion. But if there are no appropriate o0r well suited candidate in talent plan or developing
on the internal management, options, development programme, then Tesco advertise the post
internally on its social media or intranet for three weeks (Stachova and Barokova 2020).
For External Recruitment:
For hiring candidates TESCO company advertise vacancies on its websites also on social
media platforms or through vacancy boards in stores. The selected applicants have an interview
followed by attendance at an assessment centre at the last stage of the selection process. Along
with this candidates who want to work in store-based jobs with Tesco they can approach stores
with their resumes or can register through jobcentre plus. Tesco company also make list of
people waiting who are applying in this way and call them as job became available.
To fill more high specialist jobs, like pharmacists and bakers, TESCO externally advertise
through:
Through television and radio
Through its offline media and websites
Through placing advertisement on magazines, and google like appointment journal.
TESCO look for the mainly cost-effective ways of identifying and attracting the most
suitable candidate. Recruitment process is expensive at the same time like advertise on radio,
television and in magazines but in front of this ensuring right type of people get to known about
the vacancies is more essential. TESCO make simpler for their applicants to search out about the
available vacancies and set simple and effective process of application. By analysing the website
of TESCO an applicant can easily search about the local jobs, head office position, management
posts. Website of Tesco offers online application form for the candidates to submit directly.
There are various advantages if TESCO effectively use all recruitment strategies:
Advantages of External Recruitment
 Selection of more candidates: When company's look outside for recruitment, they
explore much larger pool of candidates for respected position (Somarathna 2020). This

will increase the chances of more hiring of well qualified and knowledgable applicants.
Having more potential hires allow company's to be high selective and search out
appropriate candidate with the well-education and experience. In relation to TESCO if
company use recruitment strategies they can select more than set targets as if company
set target to hire 6 best candidates but recruitment help them to find more and more best
candidate and that will help their organisation in effective completion of task and
objectives (Freir and Pieta 2022).
 Enhance Diversity: In organisation recruitment help in increasing diversity.
Incorporating a various prospectives can help company to lead innovation and to be more
efficient and effective practices. If company effectively establish different workforce in
organisation and provide an effective platform to the scale of voice helps company's to
encourage empowerment and inclusion. In relation to TESCO recruitment strategies
increase diversity this will help company to became more innovative which encourage
inclusion in company.
 Encourage referrals from current workers: By using recruitment strategies company
can allow referrals from existing employees. This will save time by applying an extra
layer of vetting to candidates. Company can also motivate best quality referrals by
providing incentives to employees that refers to the candidates who get selected. In
relation to TESCO recruitment strategies boost referrals from current worker as
recruitment strategies allow to apply referrals from current employees this will maintain
good relations between the workers.
 Adding Fresh Perspectives: Recruitment strategies help company's to add fresh
prospectives for organisation. A new and fresh point of view towards tasks help to find
out various task and functions which require improvement and make effective
recommendations. In company new employee gives new insight and direction to the
company than those who already working there, and this will leads to effective and
positive change in their company (Zhao and Sukamani 2021). In relation to TESCO if
they use recruitment strategy then company can add fresh perspectives as new candidates
come with different knowledgable and experience which leads to positive change in
whole organisation.
Disadvantages of Recruitment strategies

 Expensive process: Recruitment strategies highly expensive as company's pay for
recruiting services, travel expenses for long-distance candidates, memberships for
vacancy search sites. Along with this Human resource of the company's spends more
time and resources on recruitment efforts, paperwork and in interview process for
bringing on new employees for the organisation. In relation to TESCO if company adopt
recruitment strategies then it became expensive process for them because this process
involves various resources, team for hiring candidates (Choi and O'Connor 2018).
 Additional Training: Hiring new candidates require more training this cost the company
additional more cost and time. Training can result in decreasing productivity during the
period of training and as a new employees get familiar with their roles and
responsibilities. In relation to TESCO training is the part of working if they hire new
candidates then they have to give them training and increases the cost and decrease
productivity.
 Affects candidates morale: Sometimes recruitment affect employees morale highly
when if employees expect to progress in organisation. That's why it became essential to
to discuss the company's reasons for recruitment to support ease employees concerns.
Company also review employees goals about their career to ensure them there is still a
way for the to move forward. IN relation to TESCO recruitment can also affects
candidates morale as as if goals of employees not match with role that will decrease
morale of candidate at the time of hiring.
 Add a period of transition for all employees: At the company when company hire new
employees, there is normally a transition period for employees they are working with. It
takes some months for employees to adjust a new member in the team. New employee
need or require some time to learn and understand practises of company, get to
understand their strategies, roles, and other team members. This may be low in
productivity during this period. In relation to TESCO it will take time for new employees
to adjust or understand company's working environment. This time period may be go less
productivity for the employee.
Motivational strategies
If company wants to survive in the dynamic environment then company should adopt
various type of strategies (Liu and Guo 2020). The most important strategy is motivational

strategy. To achieving the company success, motivational strategy is most of the important
technique. If workers are consistently feeling better, fulfilled and encouraged can refer good
performance, good quality work and greater likelihood which employees want to live in the
company till long period. They can decrease the worker turnover rate and saves employee cost.
The company can earn more profit if workers are highly motivated. There is not only single
technique to motivate of the workers. Every workers are different from others, so different
techniques affect the motivation. Some employees are encouraged through money, some
employees are motivated by rewards and some of the employees are motivated with prefer
recognition. The owner of the company and manger must to utilised various types of techniques
to raise their worker's motivation and productivity. Tesco company adopts some techniques to
motivate their employees they are as follows (Curad 2018).
1. Trust- it is the most important elements of an enterprise and is known as two way street.
Workers want to understand that their owner is searching out to their best interest, that
encourages them to success. In turn, owner also want to understand that their workers are
doing work properly. It creates the two sided relationship between the employees and
managers. The Tesco company builds long term relationship between the workers and
senior management. To motivated the employees, company gives some benefits of the
workers such as bonus, retirement benefit and superannuation.
2. Reward system- The best method of the motivation is incentives. If company wants to
increase employees productivity then manager can use various types of incentives or
reward programs. It can come in various forms such as travel perks, paid time and
vouchers. It provides workers something to attempt and and provides them a bit of
healthy competition. The Tesco company uses the reward system of employees and gives
paid time benefit.
3. Recognition- It is very easy of act of letting of worker know they are doing a best work
and evaluating their activity can do best for employees motivation. As a employees, they
like to hear when what they are doing is encouraged and it develops a sense of
accomplishment. The company always motivate their employees, they do the better work
in the organisation (Zeng 2021).

4. Career advancement- It refers that a vocation encouragement lies ahead of them. As a
owner, company can remain this motivation by assuring there are opportunities to
workers to advance in their position.
5. Develop a positive work environment- A high-quality work surroundings helps
exuberance, cooperation and motivation all of which might be crucial to the fulfilment of
a corporation. While growing a perfect surroundings to their workers it is benefited to try
to be a person which you could want to work for. Similarly to beginning each day with a
terrific attitude, there are different tools they could employ to ensure a strong work
surrounding to workers such as (Opatha 2019).
 Encouraging autonomy- Some of the workers are capable are capable of handling
their schedules and finishing their project. When company provide liberty to utilise
their time as they deem suit, they have a tendency to sense prosperous and extra
stimulated.
 Inspiring creativity and innovation- Empowering workers to develop revolutionary
answers often offers them a more sense of feat than if they were to follow a preferred
manner. Encouraging entrepreneurship in the place of job has many blessings, with
expanded motivation being considered one of them.
6. Happiness- If workers are glad in their works they are greater stimulated to do
the satisfactory process they can. As a manager, they must to be aware about
whether their workers are glad or not. The Tesco company give the work of their
employees in according to ability from that employees do their work with
efficiency.
There are some positive and negative effects of motivational strategies they are as follow:
Advantages-
 The employees of the Tesco company are much more likely to carry out at a better trendy
than personnel who sense unmotivated to do their exceptional. For instance, if they run
the business based on sales and the owner of the company offer a fee to income
personnel, the employees will commonly try more difficult to make greater income. That
is additionally authentic in case the company thanks an worker for providing suitable
consumer support due to the truth that praise will likely force the employees to preserve
that desired (Krishnaveni and Monica 2018).

 The employees are motivated with cash and in kind of incentives, they do the work with
greater efficiency and effectiveness. In turn, company feels they are important part of the
company, that relates to raise satisfaction of job. The Tesco company mission should
point a worker to a meaning of success.
Disadvantages- If company follows the motivational strategies of employees then it also creates
the negative effect of the employees they are as follow (Gadi and Kee 2018).
 It develops the tension and conflict at the Tesco workplace. That is because some
workers do not achieve the equal level of encourage can feel acrimonious towards those
who do, that can develop discord. It is very difficult to give the same level of
motivational of all employees. The company gives incentives only those employees who
do the work with the efficiency level. From that reason, it creates the discouraged of the
remaining workers.
 Unmotivated workers do not take interest in the company's work. They provides the
wrong information about the company. If workers fear of achievement and they do not
complete the work that they feel lack of confidence level. They assume a lack of
achievement as a failure, that they believe are confirmation which they are flawed in
different way. If the worker fears more failure, they are not motivated with work. If they
do not take interest in the company objectives, they will not participate in his task.
Instead they will focus his attention in other area.
Improvement require in Human Resource department process Along with this some Justification
on recommendation:
There are various factors in which company has to improve their Human resource
department, Human resource manager of company may leverage or handle common tools and
techniques such as updated software along with this visualization like documents, flow charts
that automates some of all the process. There are some of the essential tools such as integrating,
and connecting processes to achieve all the targets mentioned. As the way organisation operated
have to address all these challenges to grow and achieve targets on time, Human resource
department have stepped up to became more strategic partners in company future planning and
innovation (Saad and Labib 2021). With this human resource team can driving not only just
facilitating strategic planning and human resource processes that scale up to key future
initiatives, without an effective system for management of all processes, human resource team

can became overwhelmed by a lack of consistency, sense of disorder and repetition be4cause if
company manage these all functions effectively then they can enjoy various benefits such as high
effective and efficient of processes, high employee morale.
TESCO company have to analyse and evaluate some other ways a company can enhance and
help them to grow in all over market such as development, training and efficient and effective
strategies that used to facilitate growth. Along with this company should adopt effective and new
models for work which bring high flexibility in workplace, introducing more new employees
first processes and policies, simplifying current human resource ecosystem, and enhance timely
decision-making process in an organisation.
Along with this TESCO can also improve their human resource team process, because hiring the
right candidate for right role is an challenging task with the help of key performance indicators
company can identify any king of issue in their hiring and recruitment process. For this company
can select various different measures such as cost per hire and cost per apply, hiring time mean
the lime length between someone enters the talent pipeline when they accept offer of an
employment, Qualified numbers of candidates and that may be both external and internal, lastly
quality of hire. These key performance indicators supports what efforts are working, in which
areas company human resource department required improvement and how this process of
recruitment can effect some other part of the strategies of human resources.
There are some recommendations for the TESCO company to improve human resource
department
 Provide effective opportunities: Main aim of human resource department is to hire new
and efficient talent. Identifying attractive and creative medium to boost available
positions. IF human resource department take decision by concerning company's
structure that will help them to take more creative decision for that.
 Focus on retention: Human resource department primary main aim should be decreasing
the rate of turnover. That is because high turnover rate decreases the remaining staff
morale. If human resource identify the issues employees face, or reason behind the high
turnover rate then they will seen positive effects and able to take effective decisions.

CONCLUSION
Human resource management plays essential role for all over the functioning of company. AS it
is integral part for running any business. It doesn't matter whether business is small or large
every business require human resource management. As per the above case recruitment
strategies is an effective action plan to hire suitable candidate for specific job role. Tesco
company also use recruitment strategies for their company. Tesco company follows
organisational structures, detailed job descriptions and person specifications. Along with this
various motivation strategies like reward, recognition, career advancement that help TESCO to
effectively manage their workforce. Along with this some improvement and recommendation
way also discussed above which help company to enhance their human resource department.

REFERENCES
Books and Journals
Ren, S., Tang, G. and E Jackson, S., 2018. Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
pp.769-803.
Morley, M.J. and Heraty, N., 2019. The anatomy of an international research collaboration:
Building cumulative comparative knowledge in human resource
management. International Studies of Management & Organization, 49(4), pp.341-354.
Stachova, K., Stacho, Z., Raišienė, A.G. and Barokova, A., 2020. Human resource management
trends in Slovakia.
Somarathna, K.U.S., 2020. An agent-based approach for modeling and simulation of human
resource management as a complex system: Management strategy evaluation. Simulation
Modelling Practice and Theory, 104, p.102118.
Freire, C. and Pieta, P., 2022. The Impact of Green Human Resource Management on
Organizational Citizenship Behaviors: The Mediating Role of Organizational
Identification and Job Satisfaction. Sustainability, 14(13), p.7557.
Zhao, F., Kusi, M., Chen, Y., Hu, W., Ahmed, F. and Sukamani, D., 2021. Influencing
Mechanism of Green Human Resource Management and Corporate Social Responsibility
on Organizational Sustainable Performance. Sustainability, 13(16), p.8875.
Choi, B., Ravichandran, T. and O'Connor, G.C., 2018. Organizational conservatism, strategic
human resource management, and breakthrough innovation. IEEE Transactions on
Engineering Management, 66(4), pp.529-541.
Liu, Z., Mei, S. and Guo, Y., 2020. Green human resource management, green organization
identity and organizational citizenship behavior for the environment: the moderating
effect of environmental values. Chinese Management Studies.
Curado, C., 2018. Human resource management contribution to innovation in small and medium‐
sized enterprises: A mixed methods approach. Creativity and Innovation
Management, 27(1), pp.79-90.
Zeng, J., 2021, April. Application of big data processing technology in human resource
management information system. In Journal of Physics: Conference Series (Vol. 1881,
No. 3, p. 032029). IOP Publishing.

Opatha, H.H.D.N.P., 2019. The case for teaching human resource management in management
education: 13 common reasons. Sri Lankan Journal of Human Resource
Management, 9(2).
Krishnaveni, R. and Monica, R., 2018. Factors influencing employee performance: The role of
human resource management practices and work engagement. International Journal of
Business Performance Management, 19(4), pp.450-475.
Gadi, P.D. and Kee, D.H.M., 2018. Human resource management practices and turnover
intention: The mediating role of perceived organizational support in tertiary institutions
in Nigeria. International Journal of Engineering & Technology, 7(3.25), pp.715-722.
Saad, M.M., Gaber, H.R. and Labib, A.A., 2021. Investigating the impact of human resource
management practices on employee engagement, and the moderating role of strategy
implementation in Egypt. SA Journal of Human Resource Management, 19, p.9.