HRM Practices: Recruitment, Selection, Training & Development at TESCO

This report provides a detailed analysis of the human resource management (HRM) practices at TESCO, a multinational retail brand. The report examines two key areas: recruitment and selection, and training and development. It explores TESCO's recruitment processes, including advertising vacancies, candidate selection, and assessment centers, highlighting the importance of aligning human talent with company goals and ensuring legal compliance. The report also delves into TESCO's training and development programs, emphasizing their role in enhancing employee skills, improving productivity, and fostering employee engagement. The report underscores the importance of continuous training, digital learning, and aligning HRM strategies with the company's mission and vision. Recommendations include tailoring training to job requirements, creating high-impact employee training plans, and leveraging digital learning experiences. The report concludes by emphasizing the impact of effective HRM on employee satisfaction, performance, and overall organizational success.

The concepts of
Recruitment &
selection and training
& development are two
major areas where
HRM excel

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Recruitment............................................................................................................................1
Training and development:.....................................................................................................4
Recommendation:............................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Recruitment & selection is regarded as process of identification of needs of job by
defining the position requirement of a job holder, advertising of position and further choosing the
most eligible candidate for a particular job position. Training and development is adopted for the
purpose of improving effectiveness in a organisation for teams and individuals. Training &
development involved improvement of effectiveness in organisation for the development of
employees (Eidani, Emad and Alimohammadi, 2018). TESCO is a multinational retail brand
that was founded in year 1919. TESCO has expanded globally across 11 pother countries and
diversified in areas of retailing, clothing, petrol, software, telecoms and other Internet related
services. Present report is based on making a detailed evaluation of the two major aspects of
HRM that are affecting TESCO by analysing different associated practises of human resource
management.
MAIN BODY
Recruitment
Recruitment is a process of identification of need for job by designing of the position and
the job holders by advertising of position and then selection the suitable candidate according to
the present job position.
Recruitment is regarded as key review of HR department that is related to many areas which
consist of employee development, employee engagement, data management and statutory
compliances for the purpose of attracting, selection suitable candidates in a organisation. It is
related to attracting of qualified candidates for selection process and job role by identification
and selection of right candidate (Importance of Effective Recruitment & Selection, 2019).
Selection:
As per the view point of Anne knsey, 2019 Seleection process is part of recruitment process
where there is sorting of resumes, setting aside the qualified candidates, screening of candidates
to determines the most eligible person. Conducting of skill examinations to narrow down the
candidate pool. Interviewing of the potential Candidates for a particular position, deliberating on
candidates with different hiring team and then consideration to the team and company's overall
culture.
1

In context of TESCO in situations of external recruitment there is advertising of job
vacancies by TESCO website and other vacancies in stores. There is inviting of right application
for interview that is followed by attendance at the assessment centre for the final stage of the
whole selection process (Dudley, Chapman and Spetz, 2018). The overall importance of a well
defined recruitment and selection process leads to alignment of human talent with the goals of
company, recruitment in such a way by placing right Candidate at right place, ensuring legal
compliance by focussing on anti discrimination laws and developing of equal opportunity of
employment.
Importance of excremental and selection:
According to view points of Loonard, (2019) Organisations have to focus on having a
team that according to which recruitment process has to be developed by constantly looking for
candidates with the required skills level so that there can be finding of right employees and
saving of resources & time. Effective recruitment and selection process assist in finding of
quality candidates by establishing of adversing places and job description in order to attract
people with the right set of skills. There are different sources from where employees can be
recruited in organisation that includes internal and external sources. Genarlly inetral sources
leads to limited available of options as there is use of methods like transfers, promotion or
demotion of existing workforce according to their present level of performance and contribution
towards organisations roles. Another is external sources that includes hiring through e
recruitment, employee referrals, employment exchanges, advertisements. It leads to availability
of wide array of options that can lead to selection of most suitable & qualified candidate in the
organisation (Rogers, 2017).
Another benefit is saving of training time & money by making proper selection it leads to going
through a systematic set of questions & skills tests to determine if the Candidate will be able to
fulfil the needs for job. It leads to establishing of confidence buy going through the recruiting
process and selecting of people.
Another advantage of recruitment and selection process is that it leads to reduction of potential
ramifications. There is a systematic process for each Candidate that reduces that chances of
organisations dealing with employment related legal issues. Interview questions can be kept
professional by prevention of any type of misconceptions.
2

(Source: Recruitment and selection at Tesco, 2020)
TESCO aims to ensure that whole management is working towards driving of business
objectives as they posses a structured process for recruitment, selection to attract suitable
applications for their operational and managerial roles. For this there is use of approach of
workforce planning where there is analysis of the fitier needs of people in terms of skills,
locations and numbers which allows to plan the way such needs can be met. There is preparation
of job description that includes job title, and person specification that sets out skills, attributes
and qualifications of a person required to do a particular job.
Training and development in context of human resource management is defined as a system
that can leads towards improvement of performance and skills of employees. In the dynamic and
changing environment it is crucial for organisations to focus on improvement of their manpower
skills so that employees are able to enhance their learning and skills for meeting the work
competitions in the highly changing environment (O'Neil and Richards, 2018).
Importance of training and development:
In HR management training & development is a Crucial concept as it is related with
optimum utilisation of manpower in a organisation. It plays a vital role for the purpose of
motivating employees to enhance their present level of productivity. It is also related to
enhancement of the team spirit in organisations. Training & development programs are also very
important from the safety purpose of employees as it helps them in learning the way to handle
different machineries and tools wile performing their respective job roles. It also leads to
enhancement of corporate image and attracting of more talented individuals who posses high
3

level of competence of development. There is reduction in the overall labour turnover which is
having a positive impact on the overall cost effectiveness.
Employee training and development is a term that is sued for encompassing the learning
practises. As it enables employees for learning of precise skills and knowledge for further
improvement of performance (Noe and Kodwani, 2018). In TESCO several development
programs are use of growth plan for immediate role improvement. 94 percent of employees are
willing to stay longer in a organisation of the management is making investment in their career
development. It leads to training of future leaders, employee empowerment so that they can feel
a greater sense of autonomy, confidence, value at the workplace. According to Forbes employee
engagement and employee empowerment leads to higher job satisfaction at workplace.
Training and development:
It is one of the important functions that is related to enhancing the skills and expertise of
employees by learning new techniques to perform their job roles. It is used for the purpose of
updating skills and knowledge of employees for non-performing a job roles that can lead to
enhancing of efficiency & productivity of the organisation. In context with TESCO there has
been adoption of a training & development programs or the employees of organisation so that
they can realise their potential and work towards enhancing the potential of the organisation
(Rowland Hall and Altarawneh, 2017). They are also working towards engaging monetary
rewards that includes benefit packages, paid leaves and offering of flexible working courses. The
introduction of a comprehensive training programs at TESCO assist in helping employees to
learn new concepts and then use it at workplace, in training of staff members there is adoption of
individual training that allows employees to acquire the required knowledge in the limited time
period. This knowledge is then further used for improvement of the quality of work in the
organisational for production of quality results. It has lead to TESCO getting a competitive
advantage as compared to other rival brands in the external market.
Training and development process has to be smooth recognized to enable the organisation
in working towards improvement of their productivity, effectiveness and efficiency in their daily
functioning for better utilisation of abilities and potential for employees by making assessment of
their skills and knowledge.
According to views of Frost (2019), training present a prime opportunity of expansion the
knowledge base of employees, it leads to dealing with benefits that is associated with making of
4

cost but is a worthwhile investment. It leads to wards timely assessment of employee weaknesses
at the workplace. Training programs also helps in strengthening of such skills by development
programs that brings employees to a higher level so that there can be reduction of weak links in
the organisation (Dos Santos, 2019). There is improvement in the present level of employee
performance by providing them with the required training so that they can be aware about the
safety practises & development of proper procedures for performing the basic tasks. In relation
with TESCO cont-nous training programs are leading towards cutting edge of industry
development as employees who pisses the required competent and are top of changing the
industry standards can assist a organisation in holding of a job position as leader and further
development as a strong competitor in the industry.
Impact of suitable training and development practises:
When there is a structured training and development programs that is leading to
individual development of employees that it further creates higher job satisfaction of employees.
It provides them a suitable working environment as employees feel challenges through such
training opportunities (Kumar and Siddika, 2017).
It further leads to tackle of shortcomings, improvement in performance, higher
employee satisfaction, enhancement of productivity as there is self driven technology that can
transform a organisation in learning organisation. It also leads to culture of continual learning for
employees (Employee Training and Development: The Benefits and Why it’s Important, 2019).
5

Recommendation:
Based on above made analysis of the two major practises of Human resource management in
organisations there have been development of several recommendations as mentioned below:
 Training and development must always be based on the criteria on the job. It is
recommended in relation to TESCO that organisation has to ensure that there is timely
review of existing talent and growth strategies by making assessment of present skills &
abilities of employees. Based on such analysis there has to be preparation of individual
employee reports that can enable managers in further strategically planning the targeted
development programs by considering the potential skill gaps.
 Creation of a high impact employee training plan. It is recommended that organisation
have to immediately engage in potential learning opportunities and employee growth
since there has been hiring of employees. There must be targetting of soft skill of
employees and employees development has to be made highly personalise. With the changing times TESCO must focus on use of digital learning experience for the
purpose of recruiting and development of employees. For this there is need to focus on
hiring of employees by developing some digital campaigns for attracting of competent
candidates.
 Employer brand is one of the most crucial assets and coveys a great deal about success
of a organisation. It is a suggested that organisation can boost their reputation as
employer of choice by segmenting the workforce and communication of the branding
strategy by enhancing employer value proposition. There has to be alignment of a
organisation overall human resource strategy with the mission and vision of
organisation.
 Employees capability must be timely evaluated so that there can be determination of
support to the business strategy. The alignment has to are evaluated on yearly basis to
create a people capability that can reflect business priorities and overall strategic
business objectives.
6

CONCLUSION
From the above mentioned aspects it can be summarized that there are different
associated practises of human resource management in which recruitment and selection &
training and development are playing a major role. There are different associated benefits in
context of a organisation such as leads to development of deliberate and a systematic approach
for capability assessment of employees. It has many benefits in terms of higher employee
motivation, reduction in employee turnover cost, improvement in brand image of the
organisation.
7

REFERENCES
Books and Journals
\Dudley, N., Chapman, S. and Spetz, J., 2018. Community-based palliative care leader
perspectives on staffing, recruitment, and training. Journal of Hospice & Palliative
Nursing, 20(2), pp.146-152.
Eidani, M., Emad, G.R. and Alimohammadi, N., 2018. The role of recruitment and training
strategies in competency and performance of marine pilots. In Proceedings of the 20th
Marine Industries Conference (MIC2018) (p. 230).
Rogers, L., 2017. Sensory panel management: a practical handbook for recruitment, training and
performance. Woodhead Publishing.
O'Neil, K. and Richards, K.A.R., 2018. Breaking from traditionalism: Strategies for the
recruitment of physical education teachers. Journal of Physical Education, Recreation &
Dance, 89(2), pp.34-41.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Rowland, C.A., Hall, R.D. and Altarawneh, I., 2017. Training and development: challenges of
strategy and managing performance in Jordanian banking.
Dos Santos, L.M., 2019. Rural Public Health Workforce Training and Development: The
Performance of an Undergraduate Internship Programme in a Rural Hospital and
Healthcare Centre. International journal of environmental research and public
health, 16(7), p.1259.
Kumar, D. and Siddika, H., 2017. BENEFITS OF TRAINING AND DEVELOPMENT
PROGRAM ON EMPLOYEES’PERFORMANCE: A STUDY WITH SPECIAL
REFERENCE TO BANKING SECTOR IN BANGLADESH. International Journal of
Research-Granthaalayah, 5(12), pp.77-88.
Online
Importance of Effective Recruitment & Selection, 2019 [online], Available
through<https://smallbusiness.chron.com/importance-effective-recruitment-selection-
55782.html>
Recruitment and selection at Tesco, 2020[online], Available
through<http://colbournecollege.weebly.com/uploads/2/3/7/9/23793496/tesco-
recruitment__selection.pdf>
Training and Development, 2020[online], Available
through<https://www.hrhelpboard.com/training-development.htm>
Employee Training and Development: The Benefits and Why it’s Important, 2019[online],
Available through<https://www.getsmarter.com/blog/employee-development/employee-training-
and-development-the-benefits-and-why-its-important/>
8