HRM Report: Analysis of Recruitment, Talent, and HR Systems at Tesco

This report provides a detailed analysis of the Human Resource Management (HRM) practices at Tesco PLC, a major UK-based grocery store chain. It begins by exploring the various recruitment and selection approaches employed by Tesco, categorizing them into internal and external processes. The report then delves into specific methods such as promotions, transfers, temporary-to-permanent conversions, employee referrals, media advertisements, campus placements, e-recruiters, and walk-in interviews, evaluating the advantages and disadvantages of each. The report then shifts its focus to talent management strategies, including detailed job descriptions, person-organization fit, collaboration coaching, and reward and recognition programs. The application of the Two-Factor Theory in understanding employee motivation and job satisfaction within the organization is also discussed. Finally, the report examines Tesco's HR systems and procedures, providing a comprehensive overview of their HRM operations.

HRM Report

Contents
INTRODUCTION...........................................................................................................................3
Selection and Recruitment Approaches that are used by Business Organization.......................3
LO2..................................................................................................................................................7
Talent Management Strategy Used by Organization...................................................................7
Two Factor Theory......................................................................................................................7
LO3..................................................................................................................................................8
Analysis of HR system and Procedure within the organisation..................................................8
CONCLUSION..............................................................................................................................10

INTRODUCTION
Human resource management is considered as process to management of the people who
are associated to the organization in different manner. This is one of the main department of the
business organization which work to manage the work force of the organization in effective
manner in order to generate maximum benefit from market place(Kianto, Sáenz and Aramburu,
2017). Through managing the people with in organization Human Resource team can encourage
the employee to give their best in various operations. This report is about Tesco PLC which is
one of the largest grocery store in UK. Tesco PLC was established in year 1919 at Hackney,
London United Kingdom. There are total 6800 Tesco Stores are in operation all around the
world. There are different recruitment and selection approaches are used by the business
organization to develop their work force in business operation. All the selection and recruitment
approaches that are used by the Human Resource department will be analysed in the report.
There are different approaches are implemented by the Human Resource department to organize
training and development program for organization.the strategies and approaches of talent
management process will be analysed in the report. Roles of employees and employer also will
be analysed in the report. A detail analysis of HR system and procedures will be analysed in
report for Tesco PLC.
LO1
Selection and Recruitment Approaches that are used by Business Organization
There are various processes, strategies and approaches are implemented by the business
organization to perform recruitment selection for the business organization. These approaches
are used by the business organization in order to implement various practices that can help the
organization to find best suitable employee or candidate to them(Zaid, Jaaron and Bon, 2018).
The approaches that are used by the business organization can be classified in two different
processes which are internal approaches of recruitment and other approach that is used by the
business organization is external recruitment process. Both process are commonly used in the
business organization to meet the workforce related needs, the selection of proper approach is
based on the requirement and needs of the organization. each process of recruitment and
selection have different process and different laws like employment low and contract laws are
followed in the process of hiring people or candidate to perform job in business organization.

Internal Recruitment Process- Internal recruitment process is considered as process that is used
by the business organization to full fill the vacant or open positions in the organization by using
its current employees. In this process the current employees are used by the organization to fill
the open position by implementing different processes. Different processes that can be used by
Tesco PLC for the internal recruitment process are- promotion, Transfer, temporary transfer and
employee referrals. These are most common process that are used in the internal recruitment
process with in the retail sector organization Like Tesco PLC. Each process if internal
recruitment have different advantage and disadvantage that can affect the operations and
performance of the organization in the target market and internal operations.
Promotion- This is most common approach that is used by the business organization in order to
full fill vacant or open position in organization. On the basis of performance evaluation process
senior level management and Human resource department promote an employee from current
work force to fill current opening in organization. In this process most eligible member of the
current work force of the company. There are different advantages of this process in the business
organization it can help the company to maintain their performance standard in business
organization. Main advantage of this approach is related to the training and development process.
Organization do not have to make investment in order to train promoted employee for the new
position(Pham,Tučková and Jabbour, 2019). Promoted employee already know about the
operation and processes of the organization. The cost of the recruitment process is also
minimum. There are some disadvantages of this process which are related to the employee
motivation. Process of promoting an employee in organization to new position can create conflict
in work place and it can affect the motivation level of employees in retail store of Tesco PLC.
Transfer- This is one of effective process to fill current opening in organization at particular
location.In this process one the current employee of the organization is transferred to other
location where organization is facing shortage in work force. The position which is open in
organization is filled by same rank employee through the transfer process. This transfer is
possible between various locations or it could be possibly transfer between the subsidiaries of the
company. This process is effective for business organization. This process can help the
organization in different ways. Main advantage of these approach are- Cost of transfer process is
low, training and development process note required and transferred employee knows particular

job role in organization. There are some disadvantage of this process can be faced by Tesco PLC
are- Reduced employee motivation level. it can affect the effectiveness of employees. number of
employee remain constant and it will create open position at other location.
Temporary to Permanent- There are different temporary employee works for organization.
These temporary employees can be provided with permanent job in order to full fill open
position in organization main advantage of this process are- it is quick process, cost of process is
very low and process of recruitment is also minimum. Some major disadvantage of this process
is regarding training and development process that is need to be provided to the newly appointed
staff. This can affect the motivation level of the people who works in organization.
Employee Referrals- This is much effective way for the organization of HR team to recruit
employee on the employee referrals. This process can allow the organization to hire new
candidates with recommendation of the current staff. Cost of this process is low and this is much
faster process then the external interview process. There are some disadvantages are associated
with the employee referral process which are- it can cause conflict between the employees and
politics also possible in this condition.
This is how internal recruitment process is used by the business organization to full fill
open position in organization.
External Recruitment Process-
External recruitment process is considered as approach of organization that consists of
process in which organization use external sources to fulfil current openings in organizations. in
the external recruitment process external sources of the workforces are used by organization to
meet needs related to the work force(Chowhan, Pries and Mann, 2017).There are different
processes and methods are used by the organization to perform external recruitment- some of
most common processes that are used by the Tesco PLC are- Media Advertisement process,
campus Placement, E Recruiters and Walk-in’s. These are most common external recruitment
processes that are used by the Tesco PLC in order to fulfil their workforce requirement with the
external recruitment process.
Media Advertisement Process- This approach of the external interview is considered as
traditional approach of recruitment process. In this process organization publishes

advertisements in the news paper and ask various candidates to visit to the organization for
interview process. This is a time taking process and cost of the recruitment process is also high.
Campus Placement-Most of organization use this approach of recruitment to hire new talent
directly from the colleges. This process help the organization like Tesco PLC to hire most
effective and capable candidates from the colleges. This process is also lengthy and cost of this
process is also high, newly hired employees are required to be trained before the joining process.
E Recruiters-This is most trending process that is used by the business organizations to hire
employees for the open position in the organization. In this process organization hire new staff
using third party recruiter. Organization have to pay these organizations in order to take their
services. This is how it is most effective process for the business organization but the cost of this
approach is much higher than other processes that are used by the business organization.The
main advantage of this process is regarding the quality of candidate can be hired through this
process.
Walk-in’s-This is most traditionally followed approach by the business organization or retail
sector organization like Tesco PLC. In this process candidates are provide to visit the
organization for the interview process which are taken by the human resources department of the
organization.This process cannot be considered as best approach for recruitment
process(Srivastava and Dhar, 2016). This process is highly time taking process and it also can
cost too much cost to organize interviews on regular basis. It also can provide limited number to
the organization to hire.
All these processes are used by Tesco PLC to perform recruitment with help of the
external recruitment sources form organization. Both external and internal process of recruitment
are used by Tesco PLC in the recruitment process. The selection of the recruitment process is
depended on the needs and urgency of the workforce. This is how various internal and external
recruitment processes are used by the Tesco PLC to meet requirements related to the workforce
in organization.

LO2
Talent Management Strategy Used by Organization
There are various strategies are used by the business organization like Tesco PLC to
manage talent within the organization effectively. Various talent management strategies that are
used by the business organization are – Detailed Job Description, Person Organization Fit,
Collaboration Coach Evaluation and Reward and Recognize Talent. These strategies are most
effective to manage the talent in the organization.
Detailed Job Description- This process can be used by the organization to deliver effective
information to the people(Nie, Lämsä and Pučėtaitė, 2018). In this process organization can
develop better job description to the candidate to apply for right job organization.
Person Organization Fit- This is important for the organization to select the employee as
workforce who is capable to cop up with the culture and procedural of organization. By making
right decision or selecting right employee for specific job role organization can effectively
manage the talent in the organization.
Collaboration Coach Evaluation- Various activities are need to be performed by the business
organization in order to implement better cooperation between the employees and management.
Through this process better understanding can be developed by the business organization in
order to gain higher operational efficiency in company(Luballo and Simon, 2017). This is how
this process can help the Tesco PLC to manage talent in organization in effective manner.
Reward and Recognize- This is the most famous approach that is used by the business
organization in order to recognise the efforts that are made by the employees in organization. in
this process performance of the employees is evaluated by the company to provide respective
rewards to the employees to motivate them and encouraged them to stay in organization for long
term. This is how various performance evaluation and rewards can be provided to the employees
in order to keep employees motivated with in the work place of Tesco PLC to manage the talent
with in the organization.
Two Factor Theory
This theory is about certain factor in organization that can cause job satisfaction in
organization and other factors are those which can affect the satisfaction level of employees in

organization(Yong and Mohd-Yusoff, 2016). All these factors are need to be considered by the
organization in order to keep employees motivated in organization for talent management
process. For example motivational factors can be used by the organization to retain the
employees for longer time in organization. The negative factors are need to be avoid by the
organization in order to keep employees motivated in organization. This is how two factor
theorystates that organization have to considere motivational factor in the operation process to
maintain the talent management with in the organization.
LO3
Analysis of HR system and Procedure within the organisation
Tesco includes several HR systems and procedures. HR system refers to system that have
been developed by Tesco to address different HR related issues and procedure refers to
procedure that are followed for solving problems concerned with Human Resource management
in the organisation. These systems have significant impact on the operations of the business and
this is why it is important that they are effectively managed and functioned in Tesco (Korff,
Biemann and Voelpel, 2017). Some of the example of HR systems and procedures are
management of records of the employees, designing and developing training modules based on
training needs of the employees, making schedules communication to the employees,
maintaining employee shifts and attendance records. Payroll- system of the employees,
employees leaves and holiday maintenance. Tesco also employs several policies of the HR and
some of them are Sickness, Grievance and Performance Appraisal.
Sickness Policy- This means that sickness is important for all the employees and this is designed
and developed so that employee can understand rules that Tesco has regarding their absence due
to sickness and their return to work. Tesco also employs sickness leave policy, in policy of Tesco
employee who have joined Tesco after July, 2004 do not get any type of sick pay for first three
days of illness. Staffs that have started before July 2004 get sick pay from day 1 of the illness.
This is followed by a proper process where employees are required to give application and along
with that they are also required to provide their documents to support as evidence of the sickness.
This is important as sickness is very natural and normal that employees might get sick and in
such situation they are required to develop adequate and proper policies. This policy ensures that

employees are availed with financial support when they are absence because of sickness.
Regarding sickness policy this is applied to all the employees of the organisation (Hedberg and
Luchak, 2018). This also includes one important condition that employees must have completed
a fixed term of employment in the organisation. Sick policy of the Tesco also is based on the
legal regulations and guidelines that applies to sick pay. Sickness applies to employees get
affected by sudden sickness and illness, accidents and recoveries are also part of this policy.
Grievance Policy- This is another policy and important policy of the organisation. This is a
serious concern that requires that Tesco pay adequate attention to. Employees are working in an
organisation and this is why it is very normal that they might have grievances but they are
required to paid special attention because ignorance might result in severe and unfavourable
impact. Employee Grievance can be defined as a concern, problem or complaint that an
employee has about their work, workplace or someone they work with and this includes
management or organisation as well. This can be something that causing problem to employees
in terms of difficulty in completing their task and working on their roles. This also include that
employees are feeling that they have been treated unfairly, and something that has happened with
them is unjust. Some of the topics that are included in grievance are pay and benefits, bullying,
work condition and workload of the employees (Policy, 2017). Employee grievance also includes
grievance related to employee harassment. Tesco follows a proper system of grievance in which
when employees make their compliant, respective authorities later analyse the complaint of the
employees. This analysis and discussion involves identification of problem because of which
employee faced the grievance and after analysing the problem adequate and proper decisions are
made regarding grievance in accordance with legal regulations. Grievance is directly connected
with satisfaction of the employees and this is why this is important that Tesco place emphasis on
the employees.
Performance Appraisal- Performance appraisal is a system and procedure which includes
appraisal of performance of the employees in the organisation. Performance appraisal is a
practice in which performance executed and actual performance of the employee is measured in
relation with standard performance of the employee (Sowa, 2016). This is important to analyse
effectiveness of the employees and their performance. Tesco also undertakes performance
appraisal to analyse skills and competencies of the employees, achievement and growth of

employees in terms of their performance in the Tesco. Performance appraisal is also important
because Tesco can identify deficiencies of performance of the employees through which their
training needs are also identified. Tesco also undertake practice of performance management and
this is why performance appraisal is also a part of performance management. There are several
practices that are linked with performance appraisal some of the effective practices of the
performance appraisal are stressing the importance in performance. This means stressing what is
important regarding performance of the employees. In this some organisations stress on quality
of performance whereas some of the organisations stress on result orientation of the performance
and asking inputs from employees and subordinates. Presently one of the best practice of
performance appraisal is 360 degree performance appraisal. This means regarding performance
of the employees getting input from different parties that deal with employees and performance
of the employees get affected from them (Rosen and et.al., 2017). This is one of the most
important practice because performance of the employee is directly linked with performance of
the organisation.
CONCLUSION
On the basis of above discussion it can be concluded that recruitment and selection are
most important practices of the human resource management. This is because this create basis
for all the activities of the human resource management. Effectiveness of recruitment and
selection also affect effectiveness of performance in the organisation. There are several practices
that organisation can employ for ensuring effectiveness of the recruitment and selection. Later
report discussed about talent management and staff development, these are practices that are
linked with performance of the employees in the organisation and their long term retention in the
organisation. This enables employees to perform to their best potential. Later some of the
practices and systems of the HR were discussed in the report. Practices that were discussed in
sickness, grievance, and performance appraisal and their effect on business practices.

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