Resource and Talent Planning for Tesco: Labour Market and Skill Analysis, Recruitment and Selection Documentation

This report provides an analysis of the labour market and skill requirements for Tesco, along with recruitment and selection documentation. It includes an overview of Tesco's labour requirements, analysis of current labour market trends, legislation to be considered, critical analysis of current and anticipated skills, and comparison with other similar organizations.

Unit 19 Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
PART 1 Labour Market and Skill Analysis.....................................................................................2
Overview and Labour Requirements...........................................................................................2
Analysing the current labour market trends with the factors influencing such trends................3
Different types of legislation that the organization must take into account while planning for
the workforce...............................................................................................................................4
Critical analysis of current and anticipated skills that Tesco requires in terms of current trends
influencing the organization........................................................................................................5
Comparison with other same scale organization.........................................................................6
Conclusion and Recommendations..............................................................................................6
PART 2 Recruitment and Selection Documentation.......................................................................7
Development a recruitment and selection process.......................................................................7
Undertaking job analysis.............................................................................................................8
Job description.............................................................................................................................9
Person specification.....................................................................................................................9
Review and evaluation of most appropriate methods of recruitment and selection to be applied
for different roles.......................................................................................................................11
Recommendations for improving process and documentation for effective talent resourcing. 12
Explanation of the stages and process from the initial recruitment for exiting and transition of
the legal consideration for cycle of the talent management strategy.........................................12
Analysation of each stage of HR lifecycle towards providing specific examples for HR
organizational examples............................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Talent and resource planning are the practices that are essential for management. With
effective talent and resource planning the organization is able to recruit the top talent available
and retain them for better organizational performance. The current report will be bifurcated into
two parts namely part 1 & part 2. In the first part an overview of Tesco, chosen organization will
be given along with its labour requirements. The report will analyse the current labour market
trends of United Kingdom and the factors that influence such trends. Further the different types
of legislation to be considered by the company are outlined and analysis of current and
anticipated employee skills will be done. The report will also compare the company with other
similar organization and conclude the results of part 1, also it will provide recommendations to
Tesco. In the part 2 recruitment and selection process flowchart will be developed. Job analysis
will be undertaken and further for two different jobs job description and person specification will
be created. The most appropriate recruitment and selection methods will be reviewed and
evaluated. A section for judgements and recommendations will be including. Lastly the report
will explain stages and processes from recruitment to exit of employee and analyse the stages of
HR lifecycle.
MAIN BODY
PART 1 Labour Market and Skill Analysis
Overview and Labour Requirements
Tesco is a Britain origin MNC that deals in groceries and is headquartered in city named
Welwyn Garden City. It is the third largest retailer in terms of gross revenue earnings and ninth
largest in terms of revenue. Booker Group, Tesco Tech Support, Tesco Bank, Tesco Mobile and
F&F are its subsidiaries. For the year 2020 the grocery retail market of UK reached total market
value of 205 billion British pounds. In which the contribution of the supermarkets as sales
channel was maximum (Barling, 2020). This value is expected to further increase in the future.
Food and Grocery industry of UK is the major contributor to its economy. The largest private
sector employer, manufacturing sector and continually advancing sector in Britain is this sector.
Tesco have its own factories where the goods are manufactured and supermarkets for selling the
produced products. It is essential for the company that its employees must have a set of soft skills
required for the job performance in the supermarkets. The employees at the supermarkets of the
company must be helpful, empathic, patient, friendly, fast learner, multitasker, know to manage
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time, persuasive, resilient and adaptable. In addition to these there are certain hard skills that are
essential to be possessed by the workers (Hobbs, 2020). These are basic math and money
handling skills, knowledge relating to products, active listening skills, communication skills,
sales and customer service skills and tech literacy.
Analysing the current labour market trends with the factors influencing such trends
The current trends that are prevailing in the UK labour market are depicted above. The
first diagram represents the employment rate in the people of age ranging from 16 to 64 years.
The rate is in percentage so for the year 2020 it shows that the employment rate is 73%. Meaning
that out of all the people ranging from the taken age group who are willing to work 73 percent
are employed (Omar and Fraser, 2020). Unemployment rates are experiencing a declining trend
recently. Economic inactivity rates are increasing gradually. The average weekly pay is falling
and workers under both part and full time employment are increasing. Self- employed employees
as depicted by third last diagram are falling while the employees number is increasing. Also the
last two represents that the redundancies are falling and the vacancies are rising.
Talking about the trends in the labour market outlook in the spring of 2022, the intentions
for recruitment as compared from the pre –pandemic levels are high. Almost 74 percent of the
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total UK employers says that they are planning to hire new staff in the preceding three months.
But the employers as usual are finding it difficult to fill the vacant positions (Affum-Osei and
et.al., 2019). The difficulties are majorly because the applicants desire higher pay while the
employers are not willing to pay the pay desired by the people available. The increasing focus of
the company, Tesco is over the training of the existing staff so as their competency level
increases. And also the company through its advertisements is advertising jobs with focusing
over flexibility of the job (Winterton and Winterton, 2019). The aim is to improve the quality of
jobs so that the recent trends can be followed by the company. The recruitment and selection
process is targeted to be simplified by doing this.
Different types of legislation that the organization must take into account while planning for the
workforce
Legislation is the main source for the employment law in UK. The rights of the workers
other than the law are included in the employment contracts. Most of the UK’s employee law are
based from the European Law. After the Brexit most employee law shifted to domestic low,
hence according to the law employee rights have remained changed. There is distinction between
self –employed, employees and worker under the law (Tassinari and Maccarrone, 2020). Rights
of the employees are extensive, workers are not protected and very limited protection is there to
self –employed as per the legislation. Employers and employees have to behave in a way that
does not violate the relationship between the two established by the contract of employment. The
company should take care that the minimum wage it offers to the workforce must not be less
than 9.50 pounds per hour if the age of such worker is 23 or above. Also the maximum working
hours should not exceed 48 hours a week, according to the act applicable that namely is National
Minimum Wage Act, 1998.
The labour law of the nation regulates relationship that exists between employer,
employees and trade unions. The company is liable to provide a total 28 days paid leaves to its
workers as per the Working time regulations act of 1998. Employment Rights Act, 1996 provides
the right to have leave for the purpose of caring of child and also allows to request for working
patterns flexibility (Horton, 2022). Collective bargaining is seen as the channel for individual
workers in counter of the abuse of the power done by such employer, in order to fix the working
terms. Fair treatment to the workers is ensured under the Equality act of 2010. So during the
planning for worker company must ensure that there is no kind to discrimination on the basis of
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worker’s sex, religion, sexual orientation, race, age or belief. The needs of the disabled
employees must have taken care of by the company. the treatment of all the staff members
whether working full –time, part –time or for fixed term or agency workers must be equal
(Rafferty and et.al, 2019). The dismissal of employees further should be on the fair reason basis
also redundancy payment must be given to the workers whose job needs have become
unnecessary.
Critical analysis of current and anticipated skills that Tesco requires in terms of current trends
influencing the organization
The skills that are anticipated or forecasted for meeting the future trends in the market
are first the effective communication skills: these are essential to ensure that the staff members
are capable of interacting with the customers and make sure that they do not have any kind of
inconvenience in the experience buying with the company. Next is the team working skills: the
tasks that are required to be performed by the retail sector workers are often time sensitive and
can be completed efficiently only when all the workers working in a team do their jobs
effectively (Barrett and Rose, 2022). The overlapping of efforts and related wastage of resources
is minimal with the effective team work. Further skill to resist stress and conflict: such skills are
anticipated for the fact that future is full of new advancements and improvements so that the
workers can manage such things without stress the skill is needed. Also that the work of the
employees is done smoothly and continually without any interruptions in the future conflict
resistance and management skills are anticipated. Technological skills are also projected as
required skills for future in the view that the current era is technological one and tech
advancements are coming at a faster pace so to implement the latest technology of the market the
staff should be technology friendly.
Currently the existing employees of the company are having basic communication
skills to in order to make the customer satisfaction rise at the organizational level it is essential
that effective measure are taken to possess employees with effective interpersonal
communication skills. These can be done through training programmes for the existing
employees and recruitment of people who are having such skills. Staff members of Tesco already
possess team working skills which they effectively teach to every new hired personnel of the
organization (Koller, 2018). Employees resist technology, which is one of the essential skill for
the strategic future of the company. It is highly essential for the company to instil this skill in its
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workforce. For this the company communicates the benefits staff can have from utilization of
technology and train them to enable them in adapting to it.
Comparison with other same scale organization
Tesco considers itself responsible for creation of safe working place. The objective of the
company is to ensure that all its employees are getting safe environment to work. There are
various countries in which the company works and all the countries have different set of legal
requirements to meet this the company sets its standards higher than those legal requirements
making it easy for the company to ensure that neither of the legal compliance left un- adhered.
Further for the providence of equal opportunities to all and the principle of inclusion & diversity
company employees people that can reflect the workforce’s diverse nature (Vasiljevic and et.al.,
2018). People of all race, religion, sex, colour, etc. are provided equal opportunities. Employees
at Tesco respect each other irrespective of their differences on diverse grounds.
The other example is of Sainsbury’s. The company’s suppliers are expected to follow
environmental and social standards. Company supports them to implement sustainable practices.
Company compiles to the employment and labour laws by making sure that the employees are
treated fairly without any biases (Guo and Wang, 2019). It is make sure that the employees do
not have to work over the legislated working hours and provided with the paid leaves as
specified in the law. Adsa is another company that complies to employments acts by non-
discrimination and maintaining good employee relations. Sick leaves and paid leaves are given
by the company. Also working flexibility is given to employees working with Adsa.
Conclusion and Recommendations
Conclusively, on the basis of part A of the report it can be said that it is important of the
company to analyse the current trends of labour in the market to plan for its workforce.
Workforce planning thus means anticipation of the future workforce requirements both in terms
of number and skills and making the current figures and skills meet the anticipated ones. It is
recommended for the company to offer a higher pay than what is paid by the other firms of the
industry for attracting larger number of employees to the organization. It is advised to the
company to do so it will enable it to select from a higher number of applicants and capture the
best talent to the organization (Ewing, 2019). If the company will have new and best talent
coming to it than the current employees will also be motivated to sharpen their skills in order to
have healthy competition in the company. Also it is recommended to devise effective training
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programmes for the current employees of the company to make them reach the skills that are
anticipated in the report.
PART 2 Recruitment and Selection Documentation
Development a recruitment and selection process
The recruitment process is the way in which the managers are able to provide hire an
individual for the selected position. This process consists of the following steps,
1. The hiring manager submits a completed requisition towards the HR department.
2. Then the HRM management is assigning a requisition umber to assisting in the tracking
and also reporting the business (Osman and Thunborg, 2019).
3. In the next step the HR department is also able to meet the hiring manager to be able to
discuss the position and determine the most effective for of recruitment and selection
process.
4. Next the recruitment sources are considered for being able to gather the information that
is able to reach the candidates. This includes the use of social media, newspaper, retained
agency search.
5. The retained department and the hiring manager is going to review resumes for the
qualification candidates to identify the most appropriate candidates for interviewing.
6. At last the HR department will be conducting a telephone pre-screens of identified
candidates and schedule the interview with the hiring manager (Bekken, 2019).
The selection process of the employees consists with the following steps,
1. Hiring managers that are responsible for the conducting timely and effective interviews
that help them in analysation of the candidates.
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2. The evaluation of the candidates is then going to be completed through the means of final
interview.
3. Upon the selection of the final candidate the hiring manager and the HR department will
be collaborating for the development of an appropriate offer for the employee.
4. The HR department makes the verbal offer to the individual that is going to be towards
the ways in which they can be selected for the required background.
5. In this HR department it can be said that the conduction of the background checks is
going to help in selection of the final candidates (Ivana, 2020).
6. Upon the reception of the offer letter the signed candidate is going to help in successful
completion of the background checks and also allowing the HR department for the
closing the requisition for tracking the report.
Undertaking job analysis
A job analysis is the process that is considered to be used for the identification of the tasks,
responsibilities, skills, objectives and work environment for a specific job. Analysation for the
ways in which the perfect job description in the world is working is directly related to the ways
in which they are able to gather the information (Hill-Jackson, 2020). It is considered to be the
key factor towards the transition of the new role in the organization for supporting long term
growth.
In Tesco the job roles that has been looked upon is going to require the following skills,
 Analysis skills
 Strategic Planning abilities
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 Strong communication skills
 Collaboration ad Motivation Skills
 Delegation skills
 Ability to remain calm under pressure
 Good people skills
Job description
SALES MANAGER
Sales manager is considered to be the factor that is going to help the professional to take
the responsibility for the success of the company. The goals of the company are going to be able
to achieve the team goals that are considered to be very effective for the ways in which they are
going to achieve the targets for the budgets based on what’s happening. The revenue streams are
the one on which the all the operations of Tesco are running (SOFICĂ and Cosma, 2018). For
the sales manager the hitting the sales target for its supermarket store is going to be key for the
success. Development of the strategic sales plan for the expansion of the company’s operations is
based on the customers.
MARKETING DIRECTOR
The job role of the marketing director is consideration of planning, creation of the
execution marketing campaigns to expand their company’s reach and potential customer
pipeline. A marketing job description should include the necessary qualification, responsibilities
and skills required for the success in the role. This is going to help the marketing of the
organization embark the job description for the roles that the teams are going to ensure that the
following pieces of information (Katie Stewart and PHR, 2018). It can be said that the
requirements and qualification that is able to help the company develop effective strategy for
gathering the growth require for achieving the results.
Person specification
Section Criteria
Education &
Qualifications
Qualified in Sales environment handling
Continued professional Development
Skills,
Knowledge &
Experience
 Understanding of issues related to sales.
 Experience with directing and managing colleagues for providing
front line customer services.
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 Good knowledge of working with IT for ability ensure accurate
records of team.
Roles/Job purpose  To deliver high quality of work and customer focused management
services
 To achieve sales target and shared ownerships, outright sales for rent
to buy market rent properties.
 To ensure the coordination between the sales and the marketing
department.
Working
relationships
 Development of sales team
 Operational team across the departments
 Partnership/Agencies
 Customers
Section Criteria
Education &
Qualifications
Qualified in marketing practices handling
Continued professional Development
Skills,
Knowledge &
Experience
 Experience as marketing director in past
 Analytical and creative thinking
 Customer oriented approach with aptitude
 Professional chartered marketer
 Communication and interpersonal skills
Roles/Job purpose  Designing and implementation of the marketing comprehensive
marketing strategies for the creation of awareness for the company’s
business activities.
 Production of ideas for promotional events or activities and
organizing them effectively.
 Monitoring of progress and submitting the performance reports for
the organizations.
 Responsible for the production of the valuable content for the
company’s marketing.
Working  Development of sales team
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relationships  Operational team across the departments
 Partnership/Agencies
 Customers
Review and evaluation of most appropriate methods of recruitment and selection to be applied
for different roles
Following are the methods which are considered to be the key factor that contributes
towards the marketing practices,
Directing advertising:
Direct advertising is considered to be the factor that is going to influence the advertising
of the careers sites, job boards, social media and industry publications in excellent way to find
out the application (Recruitment and Selection Process, 2021.) In order to give the exposure to
be able to build employer branding and boosts the company reputation. Downside in the external
for the advertising than can be able very expensive.
Talent pool databases:
It should always search your talent pool databases for the application and candidates that
is able hired but suitable enough to save. It is also essential for the hiring decision between at
least two or three candidates.
Employees referrals:
Companies have some kind of employee referral program in place. The employee
referrals are combination of internal and external recruitment. Existing staff are encouraging for
known for vacancies (Roberson, King and Hebl, 2020). The value is also considered to be cost-
effective quick for trusting the employees for referring to the unsuitable candidates.
Boomerang:
Rehiring of the past employees is also a very effective way of developing the growth in
the management of the key practices which are connected with the contribution of the ways in
which business is able to achieve the results that are required. They are easy to train and can
adopt very easily for gaining the changes in the management.
Employment exchanges:
There are ways in which the companies are able to exchange the employees in which the
business is going to achieve the sustainability for the candidates. It is very effective for the ways
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in which the business for the gathering of information that is required for the achievement of the
success in analysation of the factors that is essential for the better management.
Recommendations for improving process and documentation for effective talent resourcing
Evaluation of the candidates for the job-related to the documentation for effective talent
resourcing,
 Providing useful and specific details about the new roles are considered to be the listing
of the job duties that are mentioned in the projects for making hiring that are going to
help in undertaking the work. Differentiating between the must have requirements are
considered to be very important for the ways in which the secondary skills of the job can
be utilized.
 Choosing the straight forward job titles is considered to be the key factor that is able to
help in hiring for the avoiding the use of word that is able to influence the rockstar that
aspect of clickbait titles and text that is able to help gather the opportunities for recent.
 Promotion of the company is also a very effective way of generating new ways in which
the business can generate the success that is required for the achievement of the success.
This can also be said that the management of the organization depends on the ways in
which it is able to gain the success that is required.
 Utilization of the clear and inclusive language is also considered to be the factor that is
able to use the complication of the sentences that are able to help the individuals speak
directly with candidates for the avoiding the discriminatory language if the company is
able to actively support the diversity of the organization.
Explanation of the stages and process from the initial recruitment for exiting and transition of the
legal consideration for cycle of the talent management strategy
The stages and the process that are considered to be very important for the initial recruitment
is considered to be the use of planning, strategy development, searching, screening and also the
evaluation of the control. These are going to be the stages that are going to contribute towards
the ways in which the business is able to gather the information that is the key factor towards the
ways in which the business can gain the success. This is also said to be the contributing factors
that is able to gather the growth of understanding that is able to generate growth that is required.
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Analysation of each stage of HR lifecycle towards providing specific examples for HR
organizational examples
Following are the stages that are linked to the process of recruitment in the organization.
 Recruitment: This is the phase in the company is searching for the eligible candidates to
be hired.
 Selection: Selection of the individuals are considered to factor that influences them
towards the planning of how to achieve the strategy that is able to affect the learning
stages.
 On-Boarding: On boarding is a factor that is considered to be the key factor which
influences the human resources that is the term that is referred to the process that is able
to introduce to the newly hired employee in an organization (Immaneni, Sailaja and
Naga, 2021).
 Training Development: HR department provides the training of how the help the
company create an enhanced knowledge and skills of the employees for the providing
theme the information to work better and effectively.
 Performance management The process that is used for ensuring the better performance to
ensure the activities and outputs for meeting an organizational goal.
 Succession planning: Meeting the plans that are towards the planning for new
recruitment against those employees which are leaving the organization.
CONCLUSION
From this project it can be concluded that the HR practices for Tesco towards the hiring of
Sales Manager and marketing directors are very effective and would allow it to gather the
information and growth required. In this project the analysation towards the ways in which the
labour trends towards the appropriate use of legal requirements is considered to be the related to
the influences of the workforce planning has been explained. This project has been able to
determine the current labour and anticipated skills that are required for the variations in the given
context. In this project the application of the appropriate documents for the development of the
process of hiring and recruiting has been prepared. This project has been also able to gather the
evaluation of the how to manage the human resources lifecycle towards the ways in which the
context of HR can be used for the organizational strategy.
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Tassinari, A. and Maccarrone, V., 2020. Riders on the storm: Workplace solidarity among gig
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Recruitment and Selection Process, 2021 [Online]. Available through: <
https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/
cms_000582.aspx>
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