Comprehensive Report: Managing People, HR Strategies, and Performance

This report provides a comprehensive analysis of people management within organizations, focusing on key aspects such as recruitment and selection processes, induction and training programs, motivational theories, and individual behavior in the workplace. The report begins with an overview of the recruitment and selection process, using Tesco as a case study to illustrate practical applications. It then delves into the importance of induction programs and their influence on improving employee performance, along with strategies to overcome common challenges. Furthermore, the report examines various motivational theories and strategies used by organizations, offering suggestions for improvement. Finally, it explores the factors influencing individual behavior at work and provides recommendations for companies based on the findings. The report's structure includes an introduction, task-based sections, and a conclusion summarizing the key findings and recommendations.

MANAGING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1: Recruitment and selection................................................................................................1
The recruitment and selection process........................................................................................1
Recruitment and selection process of Tesco with Example........................................................2
Recommendation for improving recruitment and selection process. .........................................4
TASK 2: Induction and Training.....................................................................................................4
Importance of induction programme and its influence on improving performance...................4
Challenges faced by an organisation during the process of induction and measures to
overcome those challenges..........................................................................................................5
The different training programmes used by an organisation and their challenges......................6
Measures to overcome challenges of training programmes........................................................7
TASK 3: Motivation (1250).............................................................................................................8
Motivational theories and its example........................................................................................8
Motivational strategies used by organisation and suggestion for improvement.........................9
TASK 4: Individual behaviour at work.........................................................................................10
Factors influencing individual behaviour of employees at work with example.......................10
Recommendation for company on the basis of findings...........................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Managing people in an organisation plays vital role, as the manpower in company is the
backbone to all successful business operations. Human resource manager of the firm is
responsible for managing employees and their work. It is responsibility of manager to ensure that
there are adequate workers in enterprise to perform organisational functions. The report will
evaluate the recruitment and selection process implanted in Tesco, the leading supermarket of
UK. The firm deal in various differentiated products like, grocery, food etc. in order to satisfy the
needs and wants of consumers. Further, it will identify the problems faced by HR manger in
recruiting and selecting employee after Brexit. On the other hand, it will determine importance of
induction programme and its influence on improving performance. Moreover, it will identify the
challenges faced by an organisation during the process of induction and measures to overcome
those challenges. Furthermore, it evaluated Motivational theories such as Maslow and Hertz berg
which can assist the management in encouraging employees performance. Apart from this it will
outline the factors which influence the individual performance of employee like, uneven
distribution of responsibility, ineffective communication, employer and employee relation etc.
Thus, the report will evaluate the effective measures which can assist supermarket in improving
the function human resource management
TASK 1: Recruitment and selection
The recruitment and selection process.
Recruitment and selection process has specified step which are systematic and provides
HR manger an easy approach to recruit and select skilled and qualified staff members. The
process is as follows:
Job advertisement
Advertising job vacancy assist the manager in collecting feedback and attracting skilled
and qualified individuals towards job. This is the best technique of hiring employees as it creates
awareness as per required. It is the tactic to attract person as per the job vacancy. The manager
of company follows the specific format for advertising job like it comprise description about job
function, qualification and skills required and experience in particular field (Dent and
Whitehead, 2013.). The job advertisement is made by HR manager by evaluating the need of
change in internal environment. Further, the advertising is used by Organisation when there is
urgent need of manpower in firm.
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Job description
It is the description of compete details which are required in candidate appearing job
recruitment and selection process. Moreover, it is important for the organisation to make clear
description about the skills, qualification, experience and capabilities required (Guest, 2011.).
Further, in this the organisation focuses on clearing its ultimate objective and goals to candidate
in order to avoid the chance of uncertainties and further alteration. It is done by manager to make
clear every plan and policies of organisation in order to create communication with employees
which assist the firm in reducing the chance of confusion.
Person specification
It the specification made by the person to make candidate aware about the individuals
qualities and abilities required to perform job function. IT assists the manager in determining
candidates ability to meet the requirement of job. Specification is made to make fair and relevant
choice when recruiting and selection people of specific job (Hoque, 2013). Further, the
mandatory criteria in a person specification is requirement to fulfil job vacancy. Apart from this,
it is the desirable criteria made by management on which the individuals gets selected for the
job.
Recruitment and selection process of Tesco with Example.
Tesco is a British company who builds a business around customers and staff members.
In this company there are multiple opportunities for human growth. At the early stage there was
a common law Europe that was followed by United Kingdom but after 'breaks it' there was a
major problem appeared in front of country that was unskilled citizens. Due to breaks it majors
number of people got unskilled so the problem of employment arises. Tesco provides job
opportunities of unemployed people. The company have more them 492000 employees(Renz.,
2016). Tesco uses recruitment and selection process for the development of qualified candidates.
This is a process which is helpful to hire well qualified and effective employees for the company.
For selecting the best individual for the organisational activities it is important to promote its
business through advertising alternative ways of organisational work. Method of recruitment
includes promotion of the company, employment agencies, union assignment, collage
recruitment, retirement process, overtime pay for part-time employees, E recruitment and out
sourcing selection of employees(Postel and Richter., 2012).
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Advertisement or job description- The first step of recruitment process is advertisement
of company for recruitment. Tesco company promotes its business in the market for selecting
candidates for the organisational work. The HR management department have the responsibility
to recruit or select candidates for functioning of business work. Advertisement helps to define
business criteria of the company and beneficial for achievement of organisational goal.
Tesco's method of attracting candidates- All the candidates who applied for the company
wants to grow from internally. They plan to get scope from the company. So it uses E
recruitment method or advertisement of Tesco on internet as well as external method of
recruitment by using online media, radio, magazines and on television.
Interview process of Tesco- Interview takes a place for face to face conversation between
candidates and representative of the company. Tesco uses the technique interview to understand
about the candidate and represent its business before him. There are some interview techniques
that the company uses for recruitment process. Structured interview- it can be understand be
giving collective information about the company to candidates. Next is unstructured interview-
in this the company uses semi structured or non structured directives to explore fact attitudes
about the company. Other one is non situational interview that includes behaviour, it is a process
to understand the behaviour of candidates. The company takes interview of candidates by one to
one questioning to applicants.
Selection- In the interview process manager describes all about Tesco and opportunities
for the candidates. All the benefits of recruiting candidates assess to the applicants. So the
company takes an action to select required or qualified candidates for the company that helps to
achieve organisation goals. The company gives a letter of selection to the candidates who are
selected by management department. Human resource manager plays an important role for the
recruitment process of the company. They promote company in the market from social media or
online techniques that is beneficial for selecting the best candidates for its business functioning.
Training- Recruitment process is based on selecting the best candidates for functioning of
business and achievement of goals. After selecting it is required to develop employees efficiency
by providing development opportunities or training. Training is an important part of Tesco
company it is helpful for employee's development(Mayo., 2016).
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Recommendation for improving recruitment and selection process.
It is important for the company to have well organised and systematic process of
recruitment and selection in order to analyse and discover individual's unique skills and
capabilities to work according to situation.
 Tesco should break its selection process structure in different parts in which the manager
should focus on implementing different types of condition which come across when
working in order to determine individual's capabilities to deal work pressure.
 The HR manager should focus on various session like, one to one session, group session
team working session in order to determined candidates abilities to work with different
kinds of situation.
 The selection process should comprise pre screening in which the manager should ask
interview about his or her interest for working and for job with the company.
 Behavioural interview is the step which should be implemented by HR manager to
analyse the person's interest with the company and its operations. Moreover, it will assist
the manager in determining the persona nature and behaviour to handle situation
(Hutchinson and Purcell, 2010).
 Role play is the situation which should be given by manager to candidate in order to
evaluate its reaction when working with different kinds of people and different types of
situations.
TASK 2: Induction and Training
Importance of induction programme and its influence on improving performance.
Induction programmes play an important role to bring employees into the organisation. It
includes business work environment which can be introduced by the company. It also defines set
up of staff members within the organisation. It covers terms and conditions of employment for
employer and employee. Recruitment is very lengthy process for the organisational teams to
select new employees for their business work. It is very important to communicate all about the
company to the new candidates. This process includes structural programmes for the
development of employees that is helpful for the organisation. There are many reasons of using
induction programmes(Renz., 2016).
 To understand workplace culture within the organisation. New employees needs to know
all about the business and values of work performance. It is required to give information
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relating to the company's value. From this programme the company can improve
behaviours of new candidates regarding to business functions.
 Inductions programmes includes employees education about policies of the organisation
which is very important for the safety of employees of the organisation. There are many
problems arises in the company that takes place of major incidence. From this
programmes the company can protect itself by defending claims. It also helps to prevent
incidents relating to bulling or other activities within the organisation that improves the
performance as well (Kotey and Sharma, 2015).
 Induction programmes provides information to employees regarding to the company. It
helps new employees to adjust in the company culture and to understand about their role
for business. It is grate transmission technique that helps to make a smooth business
performance.
 From induction employees can learn about productivity of the company. It is helpful for
employees to understand the right way of doing work in the organisation. It also
establishes good impression on new employees toward the company that improves the
work performance of the business(Griffin and Moorhead., 2011).
 Inductions also saves business time and money. In the long term it is very helpful for the
employees because it provides information regarding to the company which reduces
efforts of understanding and also saves time.
Challenges faced by an organisation during the process of induction and measures to overcome
those challenges.
Tesco provides inductions programmes after recruitment process. Inductions programmes
includes communication technique for giving information about the company. It is important
technique of development of employees because from these techniques the company can
promote its business and identify efficiency level of new candidates. There are many challenges
which are faced by the company.
 The company needs to have up to date information relating to work performance new
employees. It is required to ensure by management department that the company always
have correct people with the correct skill for a particular information(Renz., 2016). The
person who is giving information about the company should be qualified, skilled,
experienced and have personal qualities as well.
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 The company faces challenges during induction relating to brand identity. It describes
reputation of the business. To identify brand image to new members is required to have
right and well defined standards of brand. It plays an important for the company to
maintaining workforce. For a good brand identity communication and promotion of
development opportunities are good ways for business.
 Communication is also a big challenge for the organisation. It is required to communicate
right information at the time of inductions programmes. Effective communication creates
high standard of work. Form which the company can share expertise and resources to
employees.
 There is also a big challenge relating to responsibilities of employees. The company faces
the challenge clear lines of responsibilities of staff members during inductions. In the
organisation every employees have different responsibilities relating to their business
work. During the induction programmes it is required to clear all the roles and duties of
each level of employees.
The challenges faced by human resource practices of Tesco are due to separation of European
law from United kingdom. Brexit has impacted the overall employee turnovers of the company
because due to separation the skilled workers of employees have become unemployed due to
which the company lack skilled labourers and citizens are unemployed.
The different training programmes used by an organisation and their challenges.
Tesco needs to provide development programmes by using employee's training(Renz., 2016).
From this the company achieves multiple benefits regarding to business performance. But it
should be carefully planned. Policies, term and conditions should be proper implemented by the
organisation.
Coaching- After setting the targets and objectives for the organisation to achieve it is
important to train all the employees. Coaching is a very effective way to train them. It is a
process of inspiring staff members to find solution. In this training technique. Tesco appoints
staff members and managers to help new employees and to increasing their work performance.
Mentoring- Mentorship plays the role of adviser. Mentor in the company is known as a
experienced person or employee who can take the opportunity of mentorship. It is also a helpful
method for the training process of new members. In this training method company faces many
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challenges for development of employee work. From mentorship the organisation can achieve
success relating to training and development of staff members.
Job rotation- In the company job rotation is an on the job training programme which is
implemented by management department. It is a technique of training that in which all the
responsibilities can be taken by trainee on limited or temporary basis. In these employees have
the chances to understand all the work criteria and their roles(Griffin and Moorhead., 2011).
Shadowing- In this technique one experienced person accepts the challenge of guiding
other employee. Shadowing is a process of training and development programmes of employees
in which employee is guides by other employee who is already in the job. From this technique
the company can train new employees that is very easy to develop them.
Measures to overcome challenges of training programmes
There are many hurdles arises before Tesco for successful training. It is required to
understand challenges of training programmes that helps to realizing potentiality of employees.
The company has to measure challenges overcoming from them. Employees have to manage
multiple customers which is a big challenges for them. To avoid this it is important to divide
responsibilities relating to management. All clients have different requirements relating to
quality of goods and services. It is necessary to overcome from this challenge and it is possible
only by distributing roles and responsibilities into staff members(Thomson and Thomson., 2012).
There are many problems arises relating to mentorship of new employees. For the growth
of new employees it is very important to train them with a qualified employee. Te company can
make multi level reports for the employee's performance. Managers can track the progress of
individual employee and also create rights and privileges for administrators.
By reducing overheads the company can avoid challenges appears at the time of training
programmes. From this a lot of candidates can use this technique and empower them to reducing
overheads of the company(Renz., 2016). The person who is giving information about the
company should be qualified, skilled, experienced and have personal qualities as well.
Dedication is also required for avoiding training challenges. Training is a process of
developing individual for the betterment of the business. For a successful training and
development programmes it is required to concentrate on the given work.
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The company faces challenges relating to the responsibilities of new employees.
Management department have to define all the role and responsibilities or duties of staff member
regarding to their job criteria. This is a challenge which is faced by the company that some
employees takes more time to understand their responsibilities. The company have to define the
duties of employees during their work performance(Renz., 2016). To recover or overcome from
this problem managers can apply a policy of job description. From which the employees can
understand all the business duties and responsibilities.
TASK 3: Motivation
Motivational theories and its example.
It is a most known theory of motivation. There are five level in this theory which is
divided in physiological needs, safety needs, esteem needs, social needs and self actualisation
needs. According to Maslow each need plays after achieving primary needs. Tesco can use this
theory to satisfy employees needs. The company can provides basic or higher requirements to
employees like snacks as a basic needs and providing challenging opportunities to them for their
success.
Physiological needs- this are primary needs of each human being or this are the basic needs or
requirements that includes food, shelter, cloth, air and water which are the main necessities of
human life. These are the requirements which is important for the survival of human life.
Safety needs – It is a second level of human needs because after satisfying the physiological
needs human being wants to satisfy our safety needs. It includes safety and security from
physical dangers(Thomson and Thomson., 2012). It requires more money than physiological
needs.
Social needs- After satisfying safety needs every human beings wants to satisfy our social needs
that are interaction with society and belongingness etc.
Esteem needs- it refers to the needs which are related to self respect. It includes self confidence,
achievement, knowledge and independence.
Self actualisation- It is a last level of human needs which includes higher needs of human being.
It can also be judge by fulfilment of all requirements.
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Herzberg's Motivation Hygiene theory- this is two factor theory also known as dual
factor theory. It is divided into two factors Hygiene and motivators. It is based on a human needs
and expectation. Tesco can use tis technique for motivation of employees by giving them
opportunities and providing job securities or salary with good pay.
Hygiene factors includes job securities, salary, good pay, work conditions etc. It is a
theory that includes satisfaction to higher motivation.
Motivators factor includes challenging work, achievement, involvement in decision
making, importance in organisation.
McClelland's need theory- It is also a common theory of human needs. It is a method of
understanding human needs which is developed by McClelland. It is based on a manifest needs.
It is associated with learning theory because he believed that expectation and needs of people can
only understand by experiencing it with environment and culture. Its theory is based on three
needs that are power, achievement and affiliation. Tesco can use this theory for its successful
business, by inspiring this theory the company can provide opportunities to employees and
developing challenges for their personal growth(Renz., 2016).
Achievement needs includes a desire of assuming personal duties, achievers tend for
difficult goals and performance feedback.
Needs of power can be concerned with influencing someone. It focuses on directing
someone, controlling and maintaining leadership.
Needs for Affiliation- This includes a strong desire like approval and acceptance from
others. In other words, this needs of McClelland defines the feeling relating to value of others
Motivational strategies used by organisation and suggestion for improvement
Supermarket uses various motivational strategies to boost employees employee morale
such as, monetary ad no monetary incentive. In monetary incentive's manager provides bonus
and incentive to employees by evaluating staff performance on regular basis. On the other in non
monetary motivation the company focuses on promoting and rewarding employees as per their
working efficient. Apparently the organisation is also focused on providing clean and safe
working environment to employees in order to encourage them to involve in very business
operations. In addition, Tesco organises various festive programmes in which the individuals get
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treated with their family which is the best strategy that assist enterprise in boosting employees
morale.
 By implementing Hertz beg Theory of motivation in Tesco the manager can motivate its
worker by making them learn new things which will assist the employees in improving
working efficiency of staff members. Moreover, the use of this motivational theory can
assist the Supermarket in providing measurable incentives to workers in order to
encourage them to work more effectively. Adoption of motivational technique is the best
strategy which will assist the HR in delivering job satisfaction and accomplishing
organisational goals and objectives.
 Adopting the use of Maslow's motivational theory will assist Tesco in fulfilling the
personal needs of employees like food and water. This theory provides management in
accomplishing basic needs of employees in hierarchical approach.
 Tesco can implement the use of extra curricular activities in order to reduce the work
pressure which will assist the employees in increasing their involvement in business
operations of supermarket.
 The manager can encourage open communication and can actively promote
organizational effectiveness, values and ethics in organisational culture.
 Transparent management system is the best strategy which can assist Tesco in boosting
the morale of employees (Landy and Conte, 2017).
 The company should provide incentive to employees according to their performance.
TASK 4: Individual behaviour at work
Factors influencing individual behaviour of employees at work with example.
There are various factors on the basis of which individuals behaviours gets affected.
Employees are the backbone to organisation and it is the responsibility of HR manager to serve
employee satisfaction in order to get work done from them. There are various factor which
impacts the performance of employees such as:
Work culture: The culture is the major factor in work environment which impacts the
performance of workers. Tesco should focus on keeping the environment safe and positive in
order to boost employees morale. Further it is important for the organisations and HR manager
to focus on motivating staff members in order to get work done on time. For instance, if in case
there is conflict between any team of the company and the all the employees ate bus\y in
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