Recruitment and Operations Management Strategies: A Class Discussion

This document presents a class discussion focusing on recruitment and operations management, particularly within the context of Tesco's HRM practices. It distinguishes between internal and external recruitment methods, highlighting the advantages and disadvantages of each. Internal recruitment is described as a cost-effective and time-efficient approach, leveraging the existing workforce's familiarity with the organization. Conversely, external recruitment is portrayed as a means to introduce new talent and broaden the business's scope, albeit at a higher cost due to increased resource allocation for the recruitment process. The discussion references academic sources to support its analysis of social media's role in HRM and e-recruitment, providing a comprehensive overview of recruitment strategies in a modern business environment.

Class Discussion

Recruitment
 Operations management is an effective
technique that forms an effective basis for
productive working at the workplace.
 Through the given technique productive
working of the business firm under the
complex and uncertain environment of
business is being ensured.
 In the context of operational working at
Tesco’s HRM, the term recruitment refers to
the process of selecting and finding individual
candidates who are well suited for the job.

Internal recruitment
 This type of recruitment method at Tesco
includes filling up the vacancy from the
given organisation or the existing workforce
itself.
 The stated process is cheaper as well as
quicker as, individuals being recruited are
already familiar with the process and also
eliminates expenses done by the company on
the job advertisement.

External recruitment
 The provided method of recruitment at Tesco fills the vacancy from any suitable application or
outside of business.
 This helps the business firm to bring new talent to a business firm that widens the scope of
business working.
 However, the given technique proves to be expensive for the business firm as it is engaged towards
dedicating more resources in the business firm to deliver the recruitment process in the business
firm.

References
 Dossena, C., Mizzau, L. and Mochi, F., 2019. Social media in HRM: a humanistic management
perspective. In HRM 4.0 For Human-Centered Organizations. Emerald Publishing Limited.
 Rahman, M., Aydin, E., Haffar, M. and Nwagbara, U., 2020. The role of social media in e-
recruitment process: empirical evidence from developing countries in social network
theory. Journal of Enterprise Information Management.