Impact of Recruitment and Selection on Organisational Performance and Productivity: A Study of Tesco

This research proposal aims to analyse the impact of recruitment and selection on the productivity and performance of Tesco in the UK retail industry. It covers the concept of recruitment and selection, challenges faced by the organisation, and recommended strategies to overcome them.

Research Proposal
(Impact of recruitment and selection
process on organisational performance
and productivity)

ABSTRACT
The main idea of conducting the current investigation is to gain the understanding of the
impact of recruitment and selection process on the performance as well as productivity of the
organisation. The process of recruitment and selection plays a significant role within an
organisation in enhancing the level of its performance and productivity as a whole. Within the
existing research, the investigator will put his emphasis on addressing the set goals and
objectives which are related to the process of recruitment and selection within an organisation.
The researcher will make use of quantitative research method and positivism research philosophy
along with deductive research approach in order to carry out the investigation in a more effective
and efficient manner. The investigator will also make use of both primary as well as secondary
sources of data collection for the purpose of collecting and making analysis of the information in
relation to the research topic effectively. Moreover, the researcher will make use of quantitative
research method for collecting the data with the support of primary source of data collection
through getting answers from the respondents within the marketplace by questionnaire.
Furthermore, the literature review will be used by investigator as a secondary source for the
purpose of gathering information through different articles, books, etc.

Contents
ABSTRACT....................................................................................................................................2
Contents...........................................................................................................................................3
PART 1- INTRODUCTION............................................................................................................6
Introduction..................................................................................................................................6
Research Background..................................................................................................................6
Problem Statement.......................................................................................................................6
Purpose of Research....................................................................................................................7
Rationale of Research..................................................................................................................7
Research Aim...............................................................................................................................7
Research Objectives.....................................................................................................................7
Research Questions......................................................................................................................8
Scope and Limitation...................................................................................................................8
PART 2- LITERATURE REVIEW.................................................................................................9
Introduction of Literature Review...............................................................................................9
Literature Review........................................................................................................................9
Research Gap.............................................................................................................................11
PART 3- RESEARCH METHODOLOGY...................................................................................12
3.0 Introduction..........................................................................................................................12
3.1 Research Philosophy............................................................................................................12
3.2 Research Approach..............................................................................................................12
3.3 Research Strategy................................................................................................................12
3.4 Research Design..................................................................................................................13
3.5 Population Sampling............................................................................................................13
3.6 Data Collection....................................................................................................................13
3.7 Data Analysis.......................................................................................................................13
3.8 Ethical Consideration...........................................................................................................14
3.9 Reliability and Validity........................................................................................................14
3.10 Time Plan...........................................................................................................................14
CONCLUSION AND RECOMMENDATIONS..........................................................................15
REFERENCES..............................................................................................................................16

Topic- “Evaluating the relationship between career progression and job satisfaction among the
employees within UK banking industry”

PART 1- INTRODUCTION
Introduction
Recruitment and selection process are the key processes within an organisation that plays a
major role in effectively hiring and deploying candidates in order to achieve the set objectives
and goals of the organisation. Effective and better recruitment is significant for each and every
organisation so that right candidate can be placed at right job and at right time. Selection is
another major process after recruiting a candidate because if the selection of a candidate is done
accurately then it will be productive for the company and in case if ineffective selection is done,
then the organisation can bear losses also (Abbasi and et.al., 2022). Therefore, the processes of
both recruitment and selection put an impact on the performance as well as productivity of the
organisation as a whole.
Research Background
The existing investigation is on the basis of analysing the impact of recruitment and
selection on the performance and productivity of the organisation within the UK retail sector.
This research proposal will cover multiple aspects that are associated with the concept of
recruitment and selection process. In addition to it, there will be a discussion on the impact of
recruitment and selection process on organisational productivity and performance. Along with it,
the current research proposal will also include the challenges that are faced by organisation while
recruiting and selecting candidates within the workplace (Anwar and et.al., 2020). Furthermore,
strategies in order to overcome the challenges associated with recruitment and selection process
will also be recommended to organisation so that company can improve productivity and
performance level of business as a whole.
Problem Statement
The problem that is identified here in the present research is in relation with the challenges
that are faced by organisation while recruiting and selecting the candidates as while facing such
challenges and issues, the overall performance as well as productivity of the organisation may
get hampered. Hence, in order to over such problem of this research, some strategies will be
addressed which will help company in improving business productivity and performance.

Purpose of Research
The purpose of the current research proposal is to analyse the impact of recruitment and
selection on the productivity and performance within an organisation of Tesco in UK retail
industry. There are various aspects of this investigation which are going to be discussed and are
in relation with the process of recruitment as well as selection within an organisation. Another
purpose of this investigation proposal is to address different prospects such as concept of
recruitment and selection, its impact on the performance and productivity of the organisation and
many more (Gope, Elia and Passiante, 2018). This research will also cover the challenges that
can be or have been faced by organisation while recruiting and selecting. Along with it,
strategies will also going to be included in this research in order to overcome the challenges
faced by company.
Rationale of Research
The reason behind selecting impact of recruitment and selection on organisational
performance and productivity as a research topic is that it facilitates in fulfilment of dual
perspectives including personal and professional. In context to personal context, it helps in
determination of activities which are effective towards recruitment and selection process and
simultaneously facilitates in understanding its significance in life for personal development. In
relation to professional perspective, benefit of this investigation is regarding recruiting and
selecting candidates who are high skilled and talented as well as positively impact performance
and productivity of the organisation.
Research Aim
“To analyse the impact of recruitment and selection process on organisational productivity and
performance in context of retail industry"- A study of Tesco
Research Objectives
 To understand the concept of recruitment and selection
 To identify the impact of recruitment and selection on the organisational performance and
productivity
 To determine the challenges in recruitment and selection process of Tesco
 To identify the effective strategies to improve the recruitment and selection activities of
Tesco

Research Questions
 Explain the concept of recruitment and selection.
 What is the impact of recruitment and selection on the organisational performance and
productivity?
 Describe the challenges in recruitment and selection process of Tesco.
 What are the effective strategies to improve the recruitment and selection activities of
Tesco?
Scope and Limitation
As per the research, the researcher encountered many drawbacks while conducting the
research which includes time issues, resource scarcity, high expenditure, methods in the research
choice, issues related to reliability and accuracy of information and many others.

PART 2- LITERATURE REVIEW
Introduction of Literature Review
This section is considered as a comprehensive study of this project that needs to be
performed in a systematic way, efficient as well as in effective manner. Literature Review
provides assistance to the researcher in the process of gaining the understanding of the concepts
and key aspects of the investigation study (Grobelna, 2018). It refers to an overview and the
existing state of evaluating the data regarding a specific area of the investigation. This section of
the research project is designed in order to bring higher level of performance of the organisation
through introducing different strategies of recruiting and selecting the candidates effectively.
Literature Review
Concept of Recruitment and Selection
According to the view point of Robbins and Decenzo (2022) recruitment is the process
of displaying the potentiality for real or anticipated vacancies within the workplace. The author
has also stated that effective recruiting is not just about filling the immediate vacancy but also
the long term success has influenced the organisation by making use of the manpower planning
data for understanding the skills are required for the performance of the business. The process of
recruitment is concerned with hiring of the people within an organisation. It is when the potential
manpower is identified for as well as are then encouraged for applying jobs within the
workplace. This refers to just a process of the employment which consists of different tasks that
starts with analysing job requirements and ends with employee appointment.
As per the understanding of Knootz (2020) the process of selection is defined as choosing
the right manpower from the candidates within the organisation who is the most suitable person
the existing job role or for future positions. The author has also identified that the process of
selecting the right candidate comprises of the strategic action as well as planning (Haar, O’Kane
and Daellenbach, 2021). It refers to the process in which an individual is identified from a pool
of job applicants with the requisite applications and competency levels in order to fill the job
within the workplace. Selection is the process that is concerned with human resource processes
that facilitates in differentiating between the unqualified as well as qualified applicants through
application of different techniques. Within the process of selection, there are various stages
which are employed for assisting recruiters in deciding that which applicant is best suited for the

job. Some of the stages of selection process include screening, eliminating unsuitable candidates,
conducting exam, interviews, checking references and medical tests, etc.
Impact of recruitment and selection on the productivity and performance of the organisation
As per the understanding of Ekwoaba, Ikeije and Ufoma (2015) recruitment and selection
are the significant functions of human resource management for any sort of business concern.
The performance of an organisation is extremely relied on the quality of its staff members.
Organisations like Tesco having strong recruitment plans that leads to better performance as they
hire qualified individuals who are knowledgeable in areas to their interest and who fit
appropriately into organisation structure. It brings positive impact on the performance as well as
productivity of the organisation. However, according to the view point of Burley (2022) there is
also negative impact of both recruitment and selection process as it leads to adverse situations
resulting to the employee dissatisfaction, low productivity and poor financial performance. In
such manner, the process of recruitment and selection can have positive and negative impact on
the performance and productivity of the organisation.
Challenges faced by organisation while recruiting and selecting candidates
As per the knowledge of Dani Sheikh (2022) there are certain factors which are intrinsic
and extrinsic to the organisation which impacts recruitment and selection process and poses
challenges for the organisation in recruiting and selecting potential employees. The internal
factors that create challenges during recruitment and selection process which includes the size of
the organisation, policy of recruitment, organisational feedback and many more. On the other
hand, there are some of the external factors that create challenges for the organisation such as
Tesco in the process of recruiting and selecting the candidates (vana, 2020). These external
factors such as demographic factors, labour market conditions, labour laws as well as legal
considerations and so on. In addition to this, there are some more challenges that have been faced
by Tesco in the context of both recruitment and selection. It becomes typical for the respective
organisation in managing the process of recruitment as well as selecting along with maximising
the experiences of the candidates at the time of entire recruitment and interview process.
Recommended strategies to organisation in order to overcome the challenges
According to the view point of Britt (2022) if an organisation like Tesco has intention to
overcome the challenges which are associated with the process of recruiting a nd selection as
well as minimising its impact on these processes, then it is recommended to the organisation to

carefully plans and develops multiple strategies for the same. Some of the strategies that can be
recommended to the respective company while overcoming the challenges of recruiting and
selecting candidates include the following points:
 In order to overcome the challenge of the demographic factors, the organisation is needed
to develop a strategy which has an aim of providing the sessions of training and
development till the end of the career as the long-term employability can be protected.
 It is another strategy which is followed by the company to adopt employer brander
strategy for the purpose of reinforcing the positive image within the mind of the
prospective candidates (Kovacova and Lăzăroiu, 2021). It will also provide assistance to
the organisation in making an effective business image as well as loyalty and eventually
will increase the overall productivity and performance of the organisation.
Research Gap
This is defined as a section in which the data that is inadequate and missing limits the ability
of reviewers for the purpose of reaching out towards the conclusion for a given problem. Within
the existing research, the research gap includes in-depth information about the research topics
which may further be developed through stakeholder’s engagement in prioritisation into the
research methods.

PART 3- RESEARCH METHODOLOGY
3.0 Introduction
Research methodology refers to a process in which the data which is collected on a
particular research study as well as organised and analysed in order to frame effective and better
decisions. This section is used by the researcher for obtaining the answers to its two major
questions including process of collecting and analysing the data. With the assistance of collecting
information, the investigator attains its objectives in a very systematic as well as successful
manner. There are multiple sub-components that exist under research methodology and these
elements are discussed as under in context to the existing research based on recruitment and
selection:
3.1 Research Philosophy
There are two main kinds of research philosophies including positivism as well as
interpretivism (Obeidat, Al Bakri and Elbanna, 2020). Positivism research philosophy is used to
gather quantitative data while interpretivism philosophy is used to gather qualitative data. Within
current research, investigator will use positivism research philosophy as it will help in gathering
and analysing quantitative data and also assist in conducting in-depth analysis for measuring
results as well as permits the ability to codify outcomes within a set of predictions and laws.
3.2 Research Approach
It includes two main research approaches such as deductive and inductive in which deductive
approach is used to collected quantitative information while inductive research approach is used
to obtain qualitative information. In this existing investigation, deductive research approach is
being used by researcher as it facilitates it in explaining the relation between the cause and effect
between various variables and concepts. It further helps the investigator in measuring the
concepts within a quantitative form and generalizing findings to a specific extent of a research.
3.3 Research Strategy
There are various research strategies included such as survey, case study, experiment,
grounded theory and many more. Within this current investigation, research strategy of
survey will be used by researcher in order to reach out to the potential candidates in a faster
way. This also gives data accuracy which is gathered.

3.4 Research Design
There are different types of research design that helps a researcher through providing a
proper study plan which allows to assess accurately the cause and effect of the relationships
between dependent and independent variables. Different research design includes exploratory,
descriptive, case study, observational, experimental and so on. In current investigation,
descriptive research design is used by investigator for collecting quantitative information in a
systematic manner that describes a situation or population.
3.5 Population Sampling
There are two methods of sampling in which the data on a certain research topic is
obtained from a sample of larger group of individuals. Such sampling methods includes
probability and non-probability sampling (Suler, Palmer and Bilan, 2021). In the current
research, the non-probability sampling method is used by researcher because of its cost-
effectiveness in comparison to the probability sampling. 30 is the sample size for collecting data
and helps in accomplishing the investigation in a fast way.
3.6 Data Collection
Data can be collected from two main different sources and these are primary as well as
secondary sources of data collection. Primary sources include questionnaire, interview, survey,
etc. while secondary sources include articles, journals, books and many more. In this current
research, data is collected by the researcher through using both primary as well as secondary
sources of the data collection. In the form of primary collection, questionnaire will be used by
investigator and in the form of secondary sources, literature review will be used through using
different articles, books, etc. The reason behind selecting primary source is that it provides
authenticity and updated information and secondary sources are less time consuming and cost-
effective in nature.
3.7 Data Analysis
Data analysis refers to examine and evaluate the data which is collected through different
data analysation techniques like frequency distribution, thematic analysis and many more. In this
existing investigation, frequency distribution will be used by researcher in order to analyse
quantitative data effectively.

3.8 Ethical Consideration
Ethical consideration covers ethical aspects of the existing research project and for this, the
candidates will be made to sign a consent form for those who have been chosen. This will
facilitate in showing their active participation in survey through questionnaire and private
information by the respondents that will be protected by Data Protection Act.
3.9 Reliability and Validity
Outcomes generated from the data collected are developed from reliable base since the
data is collected from the reliable sources (Turulja and Bajgoric, 2018). Such information will
provide advantages in planning ahead in association with the chosen research topic that will
facilitate in reviewing the outcomes thoroughly.
3.10 Time Plan
This is defined as a certain period of time in the future that would be processesed and
analyzed or assumed to end. There are two different time plans within research methodology
including cross-sectional and longitudinal time horizons. In this existing research, cross-sectional
time horizon will be put into use by investigator as it helps in accomplishing research in shorter
period of time and n an effective manner.

CONCLUSION AND RECOMMENDATIONS
From above explanation of the research, it has been concluded that the process of recruiting
and selecting the candidates plays a major role within the workplace as it helps in enhancing and
improving overall productivity as well as performance of the organisation. This has also been
concluded that the organisation is required to ascertain the negative impact of recruitment and
selection on the organisation as it will help company in gaining competitive advantage over
competitors within the marketplace. In addition to it, the organisation is also required to
determine and analyse the positive impact of both of these processes so that it will provide
assistance to the organisation in making effective decisions. The quantitative method of
collecting data helped the researcher in providing accurate and valuable information from both
primary as well as secondary sources of the data collection. It has been interpreted that
questionnaire has been considered as cost-effective strategy that has helped the investigator in
collecting and analysing the information directly through the respondents. Frequency distribution
analysis has also facilitated the investigator in analysing as well as interpreting the data which is
collected from various sources of the data collection. Along with it, there has been a discussion
on the challenges that have been faced by the investigator at time of recruiting and selecting the
candidates within the organisation. Moreover, some of the strategies have also been mentioned
within the research project in order to overcome the challenges faced by the company.

REFERENCES
Books and Journals
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management capacity: a comparative study in Indian IT industry. Journal of Knowledge
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Grobelna, A., 2018. Effects of individual and job characteristics on hotel contact employees’
work engagement and their performance outcomes: A case study from
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Haar, J., O’Kane, C. and Daellenbach, U., 2022. High performance work systems and innovation
in New Zealand SMEs: testing firm size and competitive environment effects. The
International Journal of Human Resource Management, 33(16), pp.3324-3352.
Ivana, D., 2020. HumAN rEssOurCE prACTiCEs iN imprOviNg EmplOyEE
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Qatari oil and gas industry. Journal of Business Ethics, 164(2), pp.371-388.
Suler, P., Palmer, L. and Bilan, S., 2021. Internet of Things sensing networks, digitized mass
production, and sustainable organizational performance in cyber-physical system-based
smart factories. Journal of Self-Governance and Management Economics, 9(2), pp.42-51.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE Journal of Information and Knowledge Management Systems.
Online:
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https://www.bbalectures.com/recruitment-definition/>
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Burley. K., 2022. How Recruitment & Selection Affect Organization Structures. [Online].
Available Through:< https://smallbusiness.chron.com/should-hr-line-managers-work-together-
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Dani Sheikh, 2022. Recruitment and Selection Process of Tesco. [Online]. Available Through:<
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Britt. H., 2022. What is a recruitment strategy?. [Online]. Available
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