Recruitment Process: Functions, Strengths, and Weaknesses

This document provides an overview of the recruitment process in HRM, including its functions, strengths, and weaknesses. It also discusses the advantages of various HRM practices for both employees and employers, as well as the effectiveness of these practices in increasing organizational productivity and profit. The document focuses on Tesco, a multinational corporation headquartered in the UK, and its HRM practices. Topics covered include workforce planning, resourcing, recruitment methods, selection methods, and HRM practices such as training and development, flexible working hours, and job and workplace design.

RECRUITMENT
PROCESS

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................4
P1 Explain functions & purpose of HRM, applicable to workforces planning and
resourcing an organisation.....................................................................................................4
P2 Discuss strengths and weakness of various methods to recruitment & selection.............5
TASK 2......................................................................................................................................7
P3 Discuss advantages of various HRM practices in corporation for both employee and
employer.................................................................................................................................7
P4 Effectiveness of several HRM practices in terms of increasing organizational
productivity and profit............................................................................................................8
TASK 3......................................................................................................................................9
P5 Importance of employee’s relation in respect to affect HRM decision making...............9
P6 Briefly discuss Key components of employment legislation and impact on HRM
decision making...................................................................................................................10
P7 Illustrate application of HRM practices in work related context....................................12
REFERNCES...........................................................................................................................13
Books & Journal:..................................................................................................................13

INTRODUCTION
In an organisation, it is important to hire efficient employees so that goals and
objectives are achieved in proper manner. To implement this, recruitment process is carried
out by companies so that capable employees are hired which enhances the productivity of
business at rapid scale. Recruitment process is known as analysing vacant jobs, analysing
jobs applications etc. and selecting suitable candidate. Tesco, a leading and multinational
corporation headquartered in UK. Firm deals with variety of products such as groceries,
cosmetics etc. Human resource management plays vital role in recruitment process because
they are the people who manage this process. This report comprises of purpose and functions
of human resource management. Weakness & strength of recruitment as well as section
approaches, benefits of HRM practices, effectiveness of practices, importance of human
resource and elements of application of HRM practices. Applicants are hired through ATS
software which is also known as Application Tracking System.
TASK 1
P1 Explain functions & purpose of HRM, applicable to workforces planning and resourcing
an organisation
In an enterprise, role of human resource manager is wider as well as broader and
which has to be carried out in proper way. In selected firm, they have well organised HRM
department which perform various responsibilities such as maintain discipline, create and
implement policies and procedures within the management. Also, they establish new rules
and regulations which are followed by every employee (Muñoz-Nava, 2020).
Purpose-
Organisation growth & development- Main motive of human resource management
is to improve firm & enhance their productivity by hiring and selecting the efficient
subordinates. HR of company make ensures that decision making is done in proper manner
(Landay, 2018).
Also, they establish and create discipline which is required by every enterprise. It is
essential to recruit deserving candidates so that progress of business increases at larger scale.

Thus, Tesco selects the applicants on the basis of personal interview & their academic
qualification.
Business environment- Surroundings in entity is very crucial because
is to establish as well as deliver positive environment in management so that work is
carried out and goals as well as objectives are achieved properly. It is crucial for each
organisation to focus on environment at workplace so that stability of personnel remains for
longer period of time. In relevance with selected brand, HR make ensures that coordination
and relationship is developed amongst the people so that conflicts do not arise.
Functions
Recruitment- It is function in which HR of firm find for suitable candidate for the
vacant jobs in enterprise. It is done by many methods such as internal as well as external. It
depends upon HR to select which method. In context to Tesco, they adopt both approaches
because they help in searching for right applicants for job role and posts. This is cost
expensive but is effective method which is used by every HR department (Nadda, 2017).
Selection- It is method in which candidates are selected for job role and are being
further processed in interview. It is also considered to be as negative process because in this
elimination of candidate is done and which demotivates them in the interview. In relevance
with Tesco, HR department of firm make ensures that most suitable one is selected for the job
roles as well as responsibilities. It is time consuming process and required skills and
knowledge to achieve goals within a period of time. Through this, human resource selects the
efficient applicants so that productivity increases at rapid level (Karppinen, 2018).
Training and development- This is approach in which activities are being assigned
to personnel and candidates which they have to complete within interval of time so that skills
as well as abilities are determined of every individual. In relation with selected entity, they
use this by providing difficult tasks to employees so that they become efficient in facing real
life challenges.
After analysing the above paragraph, it is concluded that HRM is wider concept and in
which deep understanding of human resources as well as ability to deal with different types
of people skills is required. Then, purpose as well as functions of HRM is to be understood
properly so rules and regulations are maintained.

P2 Discuss strengths and weakness of various methods to recruitment & selection
In human resource concept, recruitment refers to as searching for candidates to apply
for job in corporation. Whereas selection is defined as screening of applicants for job roles
and responsibilities. Approaches associated with both topic is given below-
Recruitment methods
Approaches Strengths Weakness
Internal Recruitment
 It is cost effective
method which is
adopted by entities to in
effective manner. In
relevance with Tesco
they use this because
when senior posts are
vacant in management.
 It limits the applicants
range and only within
those final results is
delivered (Aslet,
2020).
External recruitment
 In this, maximum
number of employees
are being hired
through which new
ideas are generated
for business.
 Also, professional
people are hired
easily which
enhances productivity
of enterprise at wider
scale (Santos, 2019).
 It is time consuming
& huge capital is
required.
 Due to number of
subordinate is
involved in efficient
personnel are also
selected by HR.
Selection Methods
BASIS Strengths Weakness
Skill/aptitude tests
 This is process in
which candidate’s
ability and skills are
determined as well as
evaluated which are
related to specific job
roles.
 It increases personnel
knowledge to think
 Then, sometimes it
demotivates
candidate’s
motivation if not
passed successfully
 Also, due to
nervousness,
employees are unable

. critically and deeply. to clear the test.
Interview
 It is approach in
which candidates are
being asked question
and person with most
appropriate answered
is selected. This is
conducted to check
the knowledge of
person.
 Sometimes, biasness
and discrimination is
also done by the
interviewers.
Presentations/ GD’s  Strength is that it
analyses individual
confident to speak in
public and also their
communications
skills.
In this, distortion is more by
interviewer’s and audience
which makes presenter
nervous and hesitate.
After brief explanation of above matter, it examines strength and weakness of both
recruitment and selection. By this, it is also identified that there are numerous approaches
which are used in both the process (Prasad, 2020).
TASK 2
P3 Discuss advantages of various HRM practices in corporation for both employee and
employer
In HRM, several types of practices plays important role used by manager of entity in
order to measure benefits of firm. There are various types of practices like rewards and
benefits of employees which lead to increase their motivation level. So, it is crucial for these
practices to focus on output. There are various types of HRM practices which are mentioned
below-
T& D: This is also known as training as development and is considered as one of the
best HRM practice used by Tesco, to enhance entire learning skills of their workforce so that
they work in effective manner. Further, this practice is conducted by senior authorities so that
subordinates get access to information as well as data & improve their competencies
(Rozario, 2019).
Benefits for employer: When these practices are used by employer than it creates
maximum benefits to entities as it assists to minimise problems and issues between

management & subordinates. In relevance with selected brand, chances of conflicts are high
due to having wide workforce but by using practices conflicts can be solved properly.
Drawbacks- Employer is unable to focus on other functions of department and get
distracted from core activities.
Benefits for employee: With the help of adopting such kind of training session’s
subordinates can perform their duties and roles in a better and effective manner and will able
to increase their morale at high level. This also results in motivation and self-confident which
is important.
Drawbacks- Most of the training and development is done via theoretical concepts.
Flexible working hours: It is also helpful for entities to achieve its goals and
objectives. In context to Tesco, authorities always give freedom to employees and allow them
for freedom of expression so that they work according to their manner.
Benefits for employee: Through this, personnel can enhance, improve and increase
their performance level within the firm with increase efficiency of enterprise. Besides this,
choosing work from home criteria help subordinates to reduce stress and tension level and
make them more productive.
Drawbacks- Giving more flexibility makes employee behaviour in negative way.
Benefits for employer: Flexible workplace within the entity establishes good relations
between both employees and employer which increase productivity organisation in a positive
manner. Moreover, employees and employer can develop better understanding towards their
work and achieve targeted goals on time.
Drawbacks- Discrimination can be felt in flexible working hours or it gives rise to
the same.
Job and workplace design: According to this HRM practice refers tp the particular
job role which is performed by employees at workplace. In relation with Tesco, they always
design effective job role for their employees by which they can work effectively and able to
accomplish their objectives towards work (West, 2019).
Benefits for employee: With the help of effective job role and workplace design
employees are able to learn so many new things by which they explore themselves and able
to increase their growth at workplace.
Drawbacks- Employees become attracted towards the place and workplace design
and it becomes difficult to separate them from that zone.

Benefits for employer: In order to maintain the position of better job and design they
can easily recruit highly skilled and knowledgeable employees for firm so that they can make
better decision towards achievement of goals and objectives (Miyake, 2016).
Drawbacks- It increases the maintenance and management cost.
According to the above mentioned HRM practices and benefits to employees and
employer identifies their working performance within an organization. With the help of
providing such kind of practices to their employees Tesco is able to achieve its targeted
goals within specific period of time.
P4 Effectiveness of several HRM practices in terms of increasing organizational productivity
and profit
In organisation, practices and principles plays vital role as they help firm to achieve
their mission and vision in proper manner. Also, though such practices decision making is
done in proper manner. Human resource management is able to deliver effective practices
within the firm which leads to positive outcomes. In relation with chosen entity, they are able
to use them so that productivity & efficiency increased at higher level (Gaupp-Berghausen,
2019).
Effectiveness of HRM practices:
Motivational rewards: These also play vital roles in HRM as because motivation is
needed in every firm for future growth and overall development. In Maslow hierarchical
theory, it is stated that basic needs and demands of person is fulfilled one is motivated
towards them. There are many basic needs such as shelter, food, clothes etc. Motivation
rewards are also various types such as salary, safety, growth etc. All such factors are
responsible for employee’s motivation at proper level.
 Intrinsic & extrinsic rewards- Motivation is crucial for every individual because it
encourages them to achieve goals in life. It is of two types which are intrinsic rewards
in which rewards are in the form of internal factors such as pleasure, achievement etc.
Other one is extrinsic in which subordinates get physically such as bonus, incentives
etc. Both are beneficial in their own pace and different employees prefer or have
priority accordingly.
Advantages-
 Both help in motivating employees for longer period of time.
Disadvantages-
 Chances of conflicts and issues are more related to this practice.

 Flexibility: In this, main aim is to provide flexibility in the environment so that
subordinates are able to work properly. Further, when in organisation flexibility is
present, results are achieved more effectively & appropriately. In relation with Tesco,
they provide positive and flexible environment to their employees so that they are
able to achieve their tasks in effective way (Veth, 20190).
Advantages
 Employees are able to enjoy freedom of expression and work in effective manner.
Disadvantages
 With more flexibility, employees can take negative advantage of situation.
 Performance & rewards: In firm, to achieve mission and vision both performance as
well as rewards are to present & always based on evaluation of overall progress level
of employees. It is essential to keep tracking performance of their subordinates to give
obtain more rewards. In relevance with chosen entity, these are given by managers
and superior authority to employees by whom they can focus on other important
element or achieve assigned targets on time.
Advantages
 It enhances and improves the morale of employees.
Disadvantages
 Employee expects too much from performance and rewards and when they are not
achieved negative behaviour take place.
From the above specified HRM practice firm is able to raise its productivity as
well as profitability easily. With the help of using such kind of practice leader and
manager of Tesco both are able to overcome conflicts and errors from firm and
achieve goals within a time period.
TASK 3
P5 Importance of employee’s relation in respect to affect HRM decision making
Employee’s engagement is defined as HR concept that identifies and analyses the
excitement degree & dedication of personnel towards their job. EOE always cares their work
and responsibilities along with performance of every individual which one wants to improve
and enhance within the firm.
Thus, it is crucial in entity Tesco that helps to overcome issues and solve every issue.
Importance –

Healthy work environment at workplace: In enterprise, it environment is necessary
for every employee so that they are able to work in proper manner. In organisation, to have
positive environment and surroundings many firm conducts activities and business trips so
that employee relation get more enhanced and improved. In context to Tesco, manager
always implements different games and activities so that a positive relationship is developed
in effective manner (Swart, 2019).
Enhance efficiency and productivity: ER always enhances the productivity of
enterprise as relationship is developed and work is divided between the members it becomes
easier to achieve and complete desired objectives in period of time.
Thus, respective firm is able to give them benefits and it makes employees valuable.
Thus, employees always find the best way to increase productivity of Tesco through
understanding their responsibilities (Cater, 2019).
Customer relationship- Many personnel are engaged in so many works that shows
their amount of effort at workplace and within the firm. Through this, they increase sales of
enterprise by focusing on needs and requirements of people in market and life. So, in Tesco,
subordinates engage with such activities by which they are able to satisfy end users goals and
provide them with quality of services & goods. Hence, it enhances the satisfaction of
consumers and leads to positive outcomes.
Employee’s retention- It is necessary for chosen entity to recruit skilled subordinates
to keep their goodwill good in eye of customers at marketplace. By using suitable retention of
personnel they run their business smoothly and effectively.
Communication: This plays essential role within every business as it helps to
develop best working environment at workplace by which employees can maintain good
relations with team leader and manager. Effective communication always influences every
people that make business attractive and profitable for firm. With the help of better
communication people or employees can understand their views or opinions along with share
their value. Further it helps Tesco to achieve desired goals and objectives.
The above matter specifies that employee engagement in human resource
manager of Tesco is able to enhance profit and efficiency within the management and market
place. Through appropriate engagement methods of their employees they can improve their
overall functions and able to design better ways to achieve desired goals successfully.
Furthermore, manager of entity do not have to pit work pressure because of positive output
and results (Suharti, 2020).

P6 Briefly discuss Key components of employment legislation and impact on HRM decision
making
Laws & legislations are essential because they are governing by government and
which are implemented to safe guard the interest of every citizen of society. Legislation
includes rules as well as regulations which are enacted by government. Tesco, legal team is
always aware about such legislation so that problem does not occur in near future.
Furthermore, HRM decision making is affected by these laws in deep manner and correct
measures are to be taken. So, various types of laws are there which are discussed below-
Trade Union Act: This act was modified and regulated in labor law of UK. This
specifies the rights of labor and workers which they have right to use them effectively.
In context to selected brand, they make ensure that workers are equipped with their
rights in equal manner so that functions or operations of business do not get affected. With
help of Trade Union Act, relationship between both parties becomes stronger. Leaders of firm
make ensure that no discrimination is done to them and they get fair wages for their work
(Gurmu, 2020)
Health and safety act- This act depicts safety as well as health of citizen of
society. Through this act, personnel are able to work without any fear and worries about their
safety. Tesco HR manager assures that health insurance, salary and other medical benefits are
being given to subordinates. This is essential as because company which neglects this deals
with many problems such as recue in profits, increase in employee turnover etc.
Sex discrimination Act: This act depicts that no discriminations done to male or
female related to their gender. Also, this also protects them from getting discriminated at both
workplace and in society. Thus, chosen firm have strict policies as well as procedures under
which equal opportunity is provided to both make & female. Human resource department is
always assures that rights are being used by every employee in correct manner. This also
leads to effective output in management (Muñoz-Nava, 2020).
Equal and diversity act: This act was established by UK for protecting subordinates
from the discrimination that make and develop path to overcome discrimination from the
workplace. Thus, selected brand is able to give best working surroundings for their personnel
towards achievement of target goals. In addition to this, every individual is always treated
equally by superior authority so that they are able to make decision making process that has

deep impact on both the parties. Therefore, management of chosen firm focuses on different
types of activities. It also assists them to achieve goals and objectives which leads to overall
development (Landay, 2018).
After analysing above paragraph, it is seen that selected entity adopts rules as well as
regulations in proper way without any discrimination. Manager of enterprise are responsible
and perform their roles effectively which also reduces conflicts amongst the employees in
firm. Moreover, when new regulations are implemented by government they also update
them in their management.
P7 Illustrate application of HRM practices in work related context
HRM practices are used at wider scale in business and which leads to increase in
productivity,
Training & development- T& D is conducted by external firm to analyse and
identify employee inner capabilities as well as skills which can be used by management in
future perspectives. In relation with Tesco, they use this in proper way so that they are able to
determine subordinates qualities so that it becomes easy for manager to assign tasks and roles
to team.
Retention- It is also crucial application because without reward and retention, goals
and objectives cannot be achieved by employer or employee. With help of reward, it becomes
easy to motivate as well as encourage personnel for higher roles. In relation with Tesco, they
use reward as well as retention in such way that productivity of both subordinates &
management increases at larger scale.
Workforce planning- Workforce planning in which every individual performance is
monitored so that progress is examined by manager. In this, appraisal, rewards etc. are given
to employees. Therefore chosen firm use WP so that more efficient employees are being
hired and selected for job (Nadda, 2017).
Recruitment & selection- In These are methods in which identifying of candidates is
done for particular job role. In selection, suitable and deserving applicant is chosen for vacant
role. The process are carried out by examining skills, academic qualification etc. It helps firm
to complete the mission as well as objectives properly (Karppinen, 2018).

JOB SPECIFICATION
Organisation: Tesco
Job Designation: Operation manager
Job purpose: To improve and improve the organisational process, quality and improve the
productivity and efficiency.
Roles and responsibilities:
 Able to supervise and coordinate between management of a company.
 Provide and implement strategies and issues related to work or operation
Required skills and experiences:
 Bachelor's degree (BBA or B.com) or any other stream
 MBA (marketing and sales)
 Communication and presentation skills, leadership quality, problem solving
3 years of experience in the field and reputed company
Job Offer letter
Organisation Name Tesco
Job position Operation Manager
Location UK or Hong Kong
Reporting person Assistant manager
Roles & Responsibilities  Develop and improve the work statistics and
tactics.
 Deliver a well organised monthly report
 Enhance the productivity and solve the problems
Working Duration 9.00 am to 6:00 pm

Accommodations given to
employees
Health benefits, better promotions within 6 months,
incentives and bonus.
After analysing the above stated matter, it has been concluded that application of
HRM practices are used at wider level. This also results in positive outcomes and
achievements. Furthermore, decision making also gets affected and it is essential to take
decisions properly. The above specified job description and role is shows that how HR of the
company and recruitment as well as selection process is carried out.

CONCLUSION
After a brief analysis of above report, it is concluded that recruitment process is
responsible for productivity and overall development of firm. Enterprise uses this method in
effective manner so that resources are used properly. It is a wider as well as broader concept
which needs to understand in appropriate way so that conflicts or errors do not occur. There
are various ways of conducting this process and corporation adopts most suitable one. Then,
tools in this process are used with proper consideration of market research and analysing
employees so that decision making is done effectively.

REFERNCES
Books & Journal:
Muñoz-Nava, 2020. A dynamic cell recruitment process drives growth of the Drosophila
wing by overscaling the Vestigial expression pattern.Developmental Biology.
Landay, 2018. Recruitment Process Outsourcing and Recruiter and Hiring Firm
Characteristics.Journal of Personnel Psychology.
Nadda, 2017. Effectiveness and Challenges of Recruitment process outsourcing (RPO) in the
Indian Hotel Sector. International Journal of Academic Research in Business and
Social Sciences, 7(2), pp.218-236.
Karppinen, 2018. Social Media Strategy to Aid Recruitment Process: case: Konecranes.
Aslet, 2020. Evaluating the recruitment process into UK anaesthesia core training: a national
data linkage study of doctors’ performance at selection and subsequent postgraduate
training.Postgraduate medical journal,96(1131), pp.14-20.
Santos, 2019, October. Application of Virtual Reality and Augmented Reality in the
Recruitment Process. InConferência-Investigação e Intervenção em Recursos
Humanos(No. 9).
Prasad, 2020. A Case Study on Effectiveness of Recruitment and Selection Practices in
Hospitality Industry with Special Reference to Star Category Hotels of Udaipur,
Rajasthan.Studies in Indian Place Names,40(23), pp.695-704.
Rozario, 2019. Challenges in Recruitment and Selection Process: An Empirical
Study.Challenges,10(2), p.35.
West, 2019. Factors that Influence Recruitment and Retention.
Gaupp-Berghausen, 2019. Evaluating different recruitment methods in a longitudinal survey:
Findings from the pan-European PASTA project.J Med Internet Res,21(5), p.e11492.

Veth, 2019. Which HRM practices enhance employee outcomes at work across the life-
span?.The international journal of human resource management,30(19), pp.2777-
2808.
Swart, 2019. Who does what in enabling ambidexterity? Individual actions and HRM
practices.The International Journal of Human Resource Management,30(4), pp.508-
535.
Cater, 2019. HRM practices and effectiveness: a comparison of US Hispanic and non-
Hispanic family firms.Journal of Small Business and Enterprise Development.
Suharti, 2020. A qualitative study OF Green HRM practices and their benefits in the
organization: an Indonesian company experience.Business: Theory and
Practice,21(1), pp.200-211.
Gurmu, 2020. Predicting Construction Labor Productivity Based on Implementation Levels
of Human Resource Management Practices.Journal of Construction Engineering and
Management,146(3), p.04019115.