Recruitment Process: Purpose, Functions, and Approaches

This article provides an overview of the recruitment process in human resource management. It discusses the purpose and functions of HRM, different approaches to recruitment and selection, and the benefits of HRM practices. It also explores the impact of employee relations on decision-making and the application of HRM practices in organizations.

Recruitment Process

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Purpose and Function of Human Resource Management............................................................3
Functions of HRM.......................................................................................................................3
Different Approaches to Recruitment and Selection...................................................................4
LO2..................................................................................................................................................6
Benefits of HRM practices..........................................................................................................6
Effectiveness of HRM Practices..................................................................................................7
LO3..................................................................................................................................................8
Impact of Employees Relation in HRM decision-making...........................................................8
Employment litigation Impact on HRM decision making...........................................................9
LO 4...............................................................................................................................................10
Application of HRM Practices...................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Recruitment process refers to all those tasks which perform by Human resource
department of a firm to hire employees. Tesco is one largest market share retail company with
effective HRM policies. HR purpose is to recruit employees as well as train them and have
multiple functions in firm such as managerial, operational etc. Internal and external processes are
use by organisation for hiring candidate. Report highlights key benefits of HR practices as well
as its effectiveness in changing business. It also explains importance employment relation in
decision making of HRM and discusses different key legislation associated with it. In the end
explain application of Human resource management.
LO1
Purpose and Function of Human Resource Management
Purpose of Tesco's human Resource department is to hire employees as well as provide
training and development program so that they can achieve higher goals in changing business
and increase profit share of organisation (Michael, 2019). It also emphasizes on building a strong
employee relations so that migration of workers in the form can be stop. It was so tired to make
good connection between different department such as taking suggestion and opinion before
recruiting employee for different functions of organisation. Performance assessment of workers
is another job of HR team which support personal growth of employees and which help in
gaining loyalty of workers.
Recruitment
HRM of Tesco hire employees from different online platform according to skills
required. It helps fir in analysing profile of number of candidates and right person will be
selected for the job.
Workforce Planning
Tesco’ HR team another purpose is to identify skills demand of different departments and
according to provide training and development programs which increase efficiency, quality and
productivity and hence impact on growth of firm. It helps firm in achieving higher goals on time
with talented and skilled employees.
Resolving conflict
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There are numbers of issue arises in firm because of bad politics and HRM plays
important part in decrease differences. It support in building workforce which have mutual
respect for each other and work as a team.
Performance analysis
Human Resource management another purpose is to analyses performance of workers
and according to provide award, reward, incentives etc. and also providing opportunity to right
workers and motivate others to do the same.
Functions of HRM
Human Resource Department of organisation perform various types of function and it can
be categorized managerial, advisory and operative work.
Managerial function
Human resource department emphasizes on planning that support management by
evaluating different types of opportunities and threats and the way in which it can be handled by
firm. HRM divided work according to skills and quality of a person so that right output can be
generated on time. It also supports employees by motivating them for various types of activities
and hence increases their performances which are needed for changing business. It also takes
regular update on operation and performance of different department so that can inform higher
authority for any changes and control (Ahammad, Glaister and Gomes, 2020). It is divided into
four parts planning, organizing, directing and controlling.
Planning
In this HRM of Firm identify need of different types of workers and job profile is design
which is advertised on online platform. It also emphasizes on selecting right platforms for
recruiting employees
Organizing
In this workforce according to skills are distributed on work-station and hence right
candidate will work according on right activity which improve efficiency, quality and
productivity.
Directing
HR Team by asking from different plans provide guidelines for work and motivate them
to work hard and achieve higher goals for firm
Operative Function
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There are number of operation activities that perform by Human resource department of
Tesco such as searching talented and skilled workforce on online platform so that right candidate
can be hired for the job. They also evaluate performance credit of employees so that right
candidate able gets opportunity and growth in firm. They also motivate workers for in
organisation by introducing event and refreshing activities so that they remain charged for any
type of job. Tesco also check employees’ attendance so that salary can be provided according to
it. They also build relation with union as well as employees so that strikes and other chances
reduce and work can be done properly by firm. Feedback, suggestion and opinion are taken by
HR team so that they can understand problems and mind set of workers. Training and
development programs also introduce by them for workers so that efficiency, quality and
productivity of work can be increased.
Training and Development
HR team of company emphasizes on training and development programs for employees
according to need and changing business environment so that firm will able to gain competitive
advantage
Motivation
Motivation workers focusing on personal growth such as providing incentives, increment
etc. and also analyse their problems by taking feedback and resolve it on time.
Advisory function
HRM of firm focuses on different types of activities that are going in firm and changes
that are need. According to their assessment suggest higher authority which able to make quick
changes in it (Kianto, Sáenz and Aramburu, 2017). They remain connect with different
department heads and know their problems and take suggestion which can help in framing
policies and procedures of work. Feedback boxes are available in different places of stores so
that customer, employees can anyone share their problem and according to that they inform
senior authority and management for changes.
Different Approaches to Recruitment and Selection
Tesco Human resource use number of ways to hire and shortlist employees and it help in
selecting people that are highly qualified for work and hence contribute in achieving higher goals
for firm on time.
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Internal Recruitment
In this employees inside the company recruited for work and hence workers loyalty
increase as well as decrease time and cost of HR team to search people on various platform.
Existing employees can also apply for job and hence they are already trained which again help
firm in timely work done. Retired workers can be given chance for management and other
workers so that they can make changes in firm by implementing their strategies. Referral system
also started by Tesco’s HRM so that workers financial position can be enhance as well as firm
will get right candidate for different types of work.
Advantage
There are number of benefit of internal recruitment such as it reduces cost and time of
Human resource department which have to look into different platform for short listing
candidates. Workers which are given higher opportunity and already know work procedure so
that training and development programs are not needed and hence decrease financial expenditure
of firm (Delery and Roumpi, 2017). Employees’ loyalty also increases as in recruitment they are
allowed to suggest their people and also get higher opportunity which help in managing talented
and skilled employees for changing business.
Disadvantage
There are number of problems that organisation can face for example people selected
from outside have greater experience and firm will not able to maintain diverse culture. Youth
are needed for changing which cannot be possible with the help of this method.
External Recruitment
In this people are hired from different online as well as offline platform such as walk
interview, campus drive, social media recruitment, job site, taking help of consultation firm. It
helps in hiring deserving candidate who have experience in different firm and can contributed in
firm by innovative and creative ideas (Macke and Genari, 2019). It helps organisation in
increasing diverse workforce which are necessary for changing business. Human resource
Management team have multiple option in selection of people and talented & skilled workforce
can easily be hired which help in gaining competitive advantage in changing business and
increase market share. Online platforms highly use by firm for short listing candidate for
different type of work.
Advantage
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It helps firm in recruiting people from different background which have experience in
different industry and hence can support innovation as well as creativity at workplace.
Organisation able to maintain diversified work culture in organisation which are necessary in
time of globalizing business. Youngsters can be recruited which have visionary mind and can
support sustainable development of business.
Disadvantage
It increase financial burden on firm as new employees has to give training. In present
time fake certificate can easily be made and hence authenticity of candidate unpredictable. There
are large number of people are available online but filtering takes larger time and hence become
time-effective.
Tesco use internal as well external recruitment for hiring candidate. It help HRM to
maintain diverse workforce as well as able gain loyalty of workforce which support growth of
firm.
LO2
Benefits of HRM practices
Tesco employees and employer highly benefited from various types of Human resource
management practices such as internal recruitment decrease financial burden on firm and owner
able to increase profit while workers growth improves with help of it.
Training and development Programs
Human resource management introduce different types of training and development
programs which impact on productivity as quality of work by talented and skilled workforce and
hence employer able to expand business with the help of it. It improves skills of workforce
which help in tackling any type of upcoming challenges and work performance improve with
quality which help in gaining higher opportunity at workplace. Tesco Human resource
department highly focus on it so that talented and skilled workforce can be increase in firm
which help in achieving aims and objective of firm on time.
Recruitment
HRM of Tesco highly emphasizes on internal recruitment so that more workers in firm
will gain higher opportunity. It also decrease time as well as cost of firm for finding people on
different platform as well as training and development expenditure can reduces. Employees in
firm benefited by getting higher opportunity and remain loyal to work while employer able to
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maintain skilled workforce force for changing business which can positively impact on growth of
firm and help in gaining competitive advantage.
Performance Assessment
Human resource team of Tesco indentify performance enhancement during particular and
on this bases employees given incentives, increment, promotion and opportunities and hence
right candidate personal growth will be positively impacted. It helps in improving statues as well
and financial growth and creates a unique image in front of leaders. Employer on the other side
inspire other worker for doing same so that they can get higher opportunity in changing business
and hence work output increases as well as firm able to achieve higher goals on time.
Building Employees relationship
Employees of Tesco feel part of organisation because Human resource management of
firm focuses on personal growth and involve them in decision making of firm. Feedback forms
are provided to workers so that they can share their problems which will quickly resolve and
hence isolation can be reduced (Kim and et.al., 2019). Friendly environment for workforce are
created by HR team such as hosting events, sports activities etc. And hence they feel part of
company. It helps employers in reducing migration rate of workers from firm and managing
talent. Owner also able to understand problems at workplace and hence quickly decision can be
taken on time.
Framing policies and procedure
Human resource team of Tesco take suggestion as well as opinion of workers in planning,
organising and creating strategies for work and employees involvement help in taking right
decision on time. Legislation and positive company policies gives security of job to workers as
well as their rights cannot be violated. It helps founder to implement effective strategies by
experience of workers as well as no one will resist it.
Effectiveness of HRM Practices
Attracting employees
Tesco Human resource management practices is designed in such as way that employees
feel part of firm and hence reduce chances of isolation and discrimination at workplace.
Workforce timely gives incentives, increment as well as promotion according to their
performance and hence large number of talented and skilled workforce attracted toward firm.
Strong good-will and policies influence workforce remain dedicated to work and hence
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efficiency quality and productivity of work improved. On the other hand employers of firm able
to gain deserving person for the job and decrease unnecessary expenditure on short listing
candidate for work (John and Taylor, 2016).
Developing workers
Training and development programs are timely provided by HRM of company so that
workers can prepare for any upcoming changes in business as well as strategies. Polishing skills
of workers helps firm in gaining higher output for the same input. Customer satisfaction level
highly improved by timely delivery of quality product which are manufactured by enhanced
skilled of employees. Coaching are given to new candidate related to communication so that
workers can easily communicated with customers and resolve problems quickly in stores. HRM
focuses on developing employees by analysing various types of situation that organisation faces
or that can come again inn near by future.
Motivating and retaining employees
Human resource team of Tesco provides internal as well as external motivation so that
workers remain devoted at workstation and contribute in achieving higher goals, According to
performance rewards, awards, incentives etc. are give to employees and hence they remain
loyalty to company which help in managing talent in changing business. HRM of firm also sends
greeting, wishes etc . with some gifts to workers on various which build strong employees
relation which is necessary for changing business (Boon and et.al., 2018). Employer highly
benefited by this as talented and skilled workforce support in gaining competitive advantage in
changing business and increase customer satisfaction level which positively impact on profit
share of firm in country.
LO3
Impact of Employees Relation in HRM decision-making
It is become important for organisation to increase involvement employees indecision
making so that resistant changes can be done timely and hence increase speed and quality of
work. Human resource management team of Tesco emphasizes on increasing involvement of
workers in framing polices and procedure of work so that right decision can be taken on time
without any strike from union of workers. Opinion and suggestion etc. are taken from workers
related to training and development programs so that right skills can be imbibed in workers
timely and hence increase their potential to meet future challenges.
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Communication
Employees in the firm must be provided information relating to any changes for example
Tesco is launching organic product and HRM information and guidelines can help marketing
team reaching to customer and increase profit share. If any changes employees involvement is
necessary it build strong relation between workers and firm and hence contribute in growth of
firm. Proper channel for communication always provided by HR team of organisation before
making changes and hence employees can contact them and gives their suggestion, opinion etc.
Training and development Programs
Before introducing any new programs firm contact workers and take their suggestion so
that it can be design in proper way and can be understand by workers in firm (Zarqan and
Sukarni, 2017). It decrease gap between workers and management and all remain motivated for
work. It also reduce fund of organisation that are invested for giving unnecessary training and
workers do not resist for it because it programs are framed by contribution of all.
Recruitment Process
HRM of Tesco gives first priority employees reference in giving job at workplace which
increases loyalty of workers. HR team of organisation also give opportunity to promote internal
workers at vacant places in firm rather than hiring externally and hence personal growth of
employees positively impacted from such types of inclusion.
Employment litigation Impact on HRM decision making
Employment Legislation can define as rules and regulation that are created by
government for various types of industry related to their work culture. Tesco’s Human resource
management team has added various types of laws that pass by government to protect workers as
well as conserve environment in changing business. It includes Employment Rights Act, Equal
Pay Act, Sex Discrimination Act, The National Minimum Wage Act, and The Disability
Discrimination Act etc. It help firm in gaining loyalty of workers and reduce migration of talent
to other firm.
Equal Employment Opportunity:
Tesco’s Human resource management implemented Agency Workers Regulations 2010
in policy and procedure of organisation and it regulate firm to provide equal opportunity to all
worker. Workers feel part of association as they are not discriminated at workplace and their
credits are well pay by firm.
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Affirmative action:
Organisations HRM do not allow any kind of affirmative action by adopting The Equality
Act 2010 such as employees targeted on bases nationality, sex, religion, and caste and hence it
support diverse work culture in firm (McLaughlin, 2018).
Wages and remuneration:
Human resource management implemented National Minimum Wage Act 1998 and
hence workers have to pay fix salary whatever condition firm facing. It helps employees in
getting minimum amount for their work and hence they able to full-fill basic needs.
Trade Union and Industrial relationship:
Tesco HRM allows forming Trade union in firm which help them to understand
employees’ problems easily and help them on time and it is influenced from Employment
Relations Act 1999. Collective suggestion, opinion of workforce can easily be understand with
the help of it and hence save time and cost of HR. It also builds strong relation with employees
as they can raise their voice for firm without anyone’s fear.
Welfare, safety and health:
HRM of company highly focuses on giving safety and security of workers at workplace
such as they provide insurance of workers so that any damage to them can be pay. HR team also
gives various types of facilities recreational activities such as sports ground, yoga, indoor games
etc which decrease stress of employees.
Ethical and social responsibilities:
Ethical and social responsibilities included in policy and procedure of work which
maintain disciple as well as support sustainable growth of Tesco. For example: organisation ban
plastic bags which are responsible for pollution.
LO 4
Application of HRM Practices
Human resource management practices are designed in such a way that its application is
in overall structure and work culture of Tesco. It support organisation by providing talented and
skilled workforce recruitment (Awadari and Kanwal, 2019). Build employment relation which
decreases retention and workforce not feel isolated and discriminated at workplace.
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Changing business needed worker which have software knowledge as well as who have
strong leadership quality. Tesco also hire workers which have this skills and hence able to
increase efficiency, quality and productivity of work (Rosnizam and et.al., 2020).
Job Specification
Vacancy: Junior Human Resource Manager
Qualification: Studied HR course in bachelor or masters
Specification: Hired workers have to hire employees by internal as well as external recruitment.
Focus on building employee’s relation at workplace. Provide training and development programs
which support growth of firm in changing business.
Skills: Leadership, Software
CV of Candidate
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Mark and Spencer
Vacancies: HR Junior Manager
Qualification and Experience: BBA as well as MBA in HRM field with minimum 6-year
experience in Human resource management in more than two Retail Company.
Skills: Leadership, Software, Time management, problem solving
Job overview: Tesco looking for person which can hired best workers from different
platform and build impactful relations with workers. Different software knowledge so that
can work with changing technology. Performance analysis can be done effectively and
suggestion right person’s growth at workplace.
Documents: graduation and post graduation certificates, PAN card, Bank details, work
Adam Carlo [phone]
Junior HR Manager Adam,carlo @gmail.com
London, Uk

Question for interview
1. Describe about yourself and experience from past work?
2. Why you left Mark and Spencer?
3. How we will be benefited by recruiting you?
Offer letter
Dear Adam Carlo,
Congratulation, You are hired by the company for Junior Human Resource Manager post
with yearly package of £29,000 CTC and you have to join the job on 1st December 2020. For any
Query please reach to use, we will love to support you.
Your truly
John Michele
(Senior HR Manager at Tesco)
CONCLUSION
It can be analysed from the report Human resource department plays important role in
recruitment and development of employment in firm. Tesco’s HR purpose is to recruit workers
from different platform which can help in growth of firm. There are multiple function of HR
such in operational, focuses on performance analysis of employees. Internal and external
recruitment has various strength and weakness for example person recruited from outside help in
maintaining diverse workforce. HRM practices help in multiple ways such as it build strong
relation with workforce. HR application includes hiring workers in effective ways such as
selecting employees as per the best skill which support in achieving organisation goals. Tesco’
HR implemented various laws in firm which protect employees rights.
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REFERENCES
Books and Journals
Michael, A., 2019. A handbook of human resource management practice.
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Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research.81.pp.11-20.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal.27.(1).pp.1-21.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production.208.pp.806-815.
Kim, Y.J and et.al., 2019. The effect of green human resource management on hotel employees’
eco-friendly behavior and environmental performance. International Journal of
Hospitality Management.76.pp.83-93.
John, R. and Taylor, B., 2016. Human resource management.
Boon, C and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management.29.(1).pp.34-
67.
Zarqan, I.A. and Sukarni, S., 2017. Human resource development in the Era of technology;
Technology’s implementation for innovative human hesource development. Jurnal
Manajemen Teori dan Terapan| Journal of Theory and Applied Management.10.
(3).pp.217-223.
McLaughlin, C., 2018. 14: Corporate Social Responsibility and Human Resource Management.
Human Resource Management.p.271.
Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of
Tesco PLC. International Journal of Financial, Accounting, and Management.1.
(2).pp.91-99.
Rosnizam, M.R.A.B and et.al., 2020. Market Opportunities and Challenges: A Case Study of
Tesco. Journal of the community development in Asia.3.(2).pp.18-27.
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