Analysis of the Recruitment Process and HRM Practices at Tesco

This report provides a comprehensive analysis of the recruitment process, human resource management (HRM) functions, and their impact on organizational success, with a specific focus on Tesco. It begins with an introduction to HRM, emphasizing its role in managing employees as valuable assets. The report then delves into the purpose and functions of HRM, exploring workforce planning and employee relations. It examines different approaches to recruitment and selection, including internal and external methods, and discusses the strengths and weaknesses of each. The report also highlights the benefits of various HRM practices, such as training and development and recruitment and selection, for both employees and employers. It further analyzes the effectiveness of HRM practices in raising organizational profit and productivity. Employee relations and their influence on HRM decision-making are also discussed, along with the importance of employment legislation. The report concludes with a summary of the key findings and references relevant sources. This report is a valuable resource for understanding HRM principles and practices within the context of a real-world case study, offering insights into how companies like Tesco manage their human resources to achieve their goals.

RECRUITMENT
PROCESS

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
P1 Purpose and functions of HRM.........................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection.............4
TASK 2......................................................................................................................................6
P3Benefits of different HRM practices for both employee and employer.............................6
P4Effectiveness of different HRM practices in relation of raising organisational profit and
productivity............................................................................................................................7
TASK 3......................................................................................................................................8
P5 Importance of employee relations in terms of influencing HRM decision making..........8
P6 Key elements of employment legislation and its influence on HRM decision making....8
TASK 4......................................................................................................................................9
P7 Key elements of employment legislation and its influence on HRM decision making....9
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................13
Books and Journals..............................................................................................................13

INTRODUCTION
Human Resource Management is made up of those humans who are considered as
asset of an organisation and are treated as resource, so we have to manage them for
effectiveness and efficiency of the organisation. HRM is an important function of
management as we recruit people and put them at right place for which they are suitable.
Then train them for the work and make them feel comfortable at work place after that
motivating and considering their work telling them the areas of improvement, providing them
benefits and compensation that they are fit for (Ahmad, Ming and Sapry, 2020). It is
important to make laws and take suitable measure for their safety and security in the
organisation. In this report we will cover the importance and functions of HRM and how
training and development help employees to achieve their goals and also work towards the
goal of organisation. In relation to TESCO, a British multinational groceries and general
merchandise retailer which is ninth largest in the world if seen in terms of revenue.
TASK 1
P1 Purpose and functions of HRM
Mission Statement: TESCO believes to serve everything customer wants by providing those
valuable products and quality of life through which they live easily. It basically focuses of
becoming champion for customers.
Objectives of TESCO
 Providing affordable products which everyone can buy which helps TESCO to boost
their sales as well as profitability.
 They keep on introducing healthy products and focus on health of consumers.
 They are increasing their range on e-commerce sites.
Focus on providing employment in the local regions, the areas where its stores are opened.
They plan to eliminate unemployment (Aydoğan and Arslan, 2020).
Purposes of HRM
 HRM focuses on filling the places which are vacant with the right personnel at the
right time. Managing the employees and solving their conflicts as and when they arise and in a
fair manner.

Meaning of HRM:
Managing the human resource is not bounded to recruitment-and-selection but also
motivating employees solving their conflicts helping them to work smoothly and following
the policies and procedures according with the employee legislations which are there.
Functions of HRM:
 Workforce planning: HRM department checks or keep eyes on the requirement of
candidates; the skills required by them and see the availability of the number of
people which are required (Burhan, Swailes and Ali, 2020). To fill the positions as
and when vacant with right skill set and qualification required then after their
selection motivating them to work and resolve the problems that arise while working.
TESCO, analyses the employees working, future needs and always fill the gaps on
time to accomplish its objectives.
 Employee Relations: It is very important to maintain good employee relations and
motivate employees for the smooth functioning of the organisation. A good working
environment keeps the employees motivated and works as a team. In relation to
TESCO, it company focuses on providing good working environment where
employers and employees maintain healthy relations and are loyal towards their work.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: It is a process of identifying, screening the required knowledgeable and
skilled persons for the vacant job in an organisation. TESCO believes in recruiting the
required number of candidates and on time. Recruitment is considered as a positive process.
Approaches: There are two approaches of recruitment those are as follows:
1. Internal- Filling the job positions internally means getting the desired candidate among
already working employees. Its two techniques are discussed below:
 Promotion: If an employee is working well and showing better results than the
person can be promoted for a higher job. TESCO gives internal chances to its
employees for promotion.
Strength- The employee will fell motivated and work harder also others will get
motivation and try their best to get promotion (Cook, MacKenzie and Forde, 2016).
Weaknesses- It is possible that if tried outside there is a better person available for
the job.

 Transfer: Giving employee to do other work within the organisation at same level. In
relation to TESCO employees are transferred to make them work at every place.
Strength- Employee will not feel boredom and learn more skills.
Weakness- It is not necessary that the employee will be able to do that work and also
change in place can affect the work.
2. External- This is another approach of recruitment under which the vacancies are filled
through hiring people from outside who are appropriate for the job. The following are some
of its techniques:
 Advertisement: Advertising in local newspaper or magazines is also a technique of
recruitment under which the candidates which require job and are eligible for the job
get the chance (Guerci, Radaelli and Shani, 2019). A person comes to know about the
vacancies through advertisement and shortlists which job is suitable for him.
Strength- New and fresh talent gets the chance and they work more enthusiastically
for the organisation.
Weakness- It is quite expensive affair as giving advertisement requires usage of more
money.
 Campus Placement: Recruiting candidate who have recently completed their studies
by organising placement drive in the campus.
Strength- The candidates have good subject knowledge as recently studied the
theories that are required for job.
Weakness- It is a costly and time consuming to go to campus and check a lot of
students.
Selection: Selection is the process of selecting from the candidates who have applied for
a particular vacancy and deciding who is suitable for the job. These are the three approaches
used by TESCO for selecting employees:
 Screening- Under this the curriculum vitae of the candidates are seen and shortlisted
according to the company requirements.
 Assessment- Those who have been shortlisted in previous round has to attempt a test
say aptitude test or personality test (Haque, 2020).
 Interview- The candidates who passed the assessment have to give a face to face
interview round which is also called personal interview.
Strengths:
 Personal Interaction with each candidate helps TESCO to select the best.
 There are no chances of discrimination as everyone is outsider to the company.

Weaknesses:
 A lot of money and time is consumed in selection process.
 Candidates get nervous while giving personal interview.
TASK 2
P3Benefits of different HRM practices for both employee and employer
Training and development:
The training and development program conduct for employees and for employers both.
The main aim of this program is to provide proper guidance and knowledge which help them
to achieve their personal development (Lee and Cogin, 2020). Through efficient training in
an employee feels valued and motivated in the organisation which results in organisations
profitability and productivity. Employee’s development is basically results in development of
organisation. In relation with Tesco, it provides on the job training methods to get better
results.
 Benefits to employees: This program all very beneficial and significant for an
employee development. An employee work in an organisation to gain its experience
and Desire to enhance the knowledge. Training programs helps them increase skills
which they can apply I at workplace.
 Benefits to employer: These programs not only beneficial for employees but for
employers also, as it reduce the burden of heavy work and they could make their time
utilise in other necessary activities. By providing training employee will get an
opportunity to enhance their own leadership skills and abilities also, they could also
learn while teaching.
Recruitment and selection:
It is one of the most important functions of HRM in order to fulfil need of human
resource in an organisation through various methods. Tesco mainly recruit by inviting
applicants and pass time from interviews (Malik, Froese and Sharma, 2020).
• Advantages to employees: By working in in a reputed organisation like Tesco, employees
feel proud and satisfied in working. Which creates an image of respect and encouragement in
this society?

• Advantages of employers: Employers get the benefit in the form of less workload and pool
of different talents and ideas come to a way into the organisation.
P4Effectiveness of different HRM practices in relation of raising organisational profit and
productivity
HRM practices create enormous opportunities for organisation which tend to rise in
organisational profitabity. These can be understood below:
• Raising organisational profit: HRM function play a vital role in engaging new and fresh
talent into organisation, through which an organisation could get new and unique from their
contribution. HR mangers ensures while choosing the candidate to run their operations.
Selection of a skilled and professional individual leads an organisation to high growth and
profits with their effective efforts towards completion of organisation goals (Riaz, Townsend
and Woods, 2020). In respect with Tesco, they uses HRM practise into significant manner in
order to raise their main aim or profit by making them aware of its seriousness. They always
recruit right and appropriate candidate in order to run their operation function.
• Raising organisational productivity: High productivity leads to high profitability. These
two aspects are interrelated and much significant for an organisation. High productivity
creates chances for organisational success into a market. This could only be possible my
efforts of workforce for which, HR manager get clear concentrate about employee ability and
skills at workplace into practical situation. HR manager make them motivated and aware
them about their rights and duties. Also, provide proper training support in crises. This
environment of working makes an employee ready to work hard in order to get rewards and
benefits. Tesco use their best efforts to make full use of employee’s skills towards
productivity by giving motivation in the form of awards, promotion and compensation. Also,
they must show concerns regarding employee’s strength and weakness at workplace to
analyse what circumstances and hurdle stop their growth and motivation towards working.
From the above aspects of HRM practises it is well analysed how Tesco maintain its
productivity and profitability at the same time. This enhances a centralised environment of
working in order to promote each and every function of organisation which could make
benefits for the firm (Ragesh, 2020). It is important to create healthy and peaceful
environment or working and a support, problem solving managers are also required to make
them motivated.

TASK 3
P5 Importance of employee relations in terms of influencing HRM decision making
Employee relations need to be maintained as it is important for success of an
organisation to maintain healthy employee relations. The organisation should motivate the
employees and understand the conflicts are timely resolving them as they are the asset of the
organisation. The HR should conduct various activities to engage the employees and so they
can build good relations with each other and work as a team that will lead to success of the
organisation (Ibrahim, Amin and Ghanaym, 2018). The working environment impacts the
employees and a good working environment gives growth to healthy employee relations. Elimination of conflicts: To maintain healthy relationship among employees it is
important that there are no conflicts; employees should work with full coordination
and cooperation for smooth functioning of the place. If the relationships among
employees are good they work more together. It is better to resolve the conflict
professionally and fairly In relation to TESCO the conflicts are timely resolved which
means HR is taking good decisions and the employees are having good relations with
each other. All the strategies and techniques are clear in the very beginning which
reduces the chances of conflicts.
 Improving engagement level: To engage the employees the HR of the organisation
should conduct some activities and events that will lead to increase in interactions
among employees and will engage them. More the engagement level better is the
performance level of employees so the employees should be motivated and treated
fairly in the organisation. In relation to TESCO the company conducts various events
from time to time to increase the engagement of the employees so the work for the
betterment of the organisation. The environment provided makes them feel like family
and they work happily there.
P6 Key elements of employment legislation and its influence on HRM decision making
The laws and standards that are formed and are followed by the organisation helps
them in the process to employment are called the employment legislations. The companies
should follow these legislation’s as that helps the organisation to work smoothly as there is
low chance of disputes in the organisation and all the problems can be deled fairly and the
chances of inequality is not there. The employees of TESCO are happy and there conflicts are
solved timely, following are the legislations that are followed in the organisation:

 Equality act 2010: According to this Act everyone should get equality in getting
opportunity for all the main aim was to eliminate discrimination and unfair treatment
and promote fair and equality for all. No person working in an organisation should be
discriminated on the basis of age, gender, caste, race, religion etc. (Kinnie and Swart,
2020). In TESCO every employee is considered equal and given equal rights and are
always supported that is why the working environment there is peaceful and no
conflicts arise so companies should follow these legislations and work according to
the standards return the laws so everyone get the feeling of equality. It is the duty of
HRM to maintain equality among employees and ensure that no one is discriminated.
 Health and safety act 1994: As per health and safety act it is the responsibility of HR
to provide a healthy and safe working environment for all the people working in the
organisation, there welfare now lies in the hand of organisation they should be taken
care off no harmful substance or chemical should be there in the organisation and if
important them then measures to keep others safe should be taken but if someone gets
injured due to any reason in the premises then the organisation has to take the
responsibly of the same. All the measures related to health and safety should be taken
at utmost care. TESCO consider their employees as asset so they take care of them by
complying all the measures of the Act they take measured and give compensation if
any of the employees is injured.
 Data protection Act, 2018: This act is developed to protect the data of the employees
in the organisation. The data taken by employees should only be used for legal
purpose and should not be leaked. In relation to TESCO it is a big organisation and
takes care of privacy of data at utmost priority (Liu, Chow and Wang, 2016). The
information of employees is kept safe and the HR of the organisation performs this
task.
TASK 4
P7 Key elements of employment legislation and its influence on HRM decision making
Currently there is requirement of receptionist for stores in TESCO, and the requirements are
as follows:

JOB SPECIFICATION
Job title: Receptionist
Report to: Branch Manager
Job summary: To provide effective and efficient services to the customers and manage the
paper work should be innovative and forward thinking.
Responsibilities:
 Keeping the record of customers
 Answering the phone calls
 Solve the quarries of customers
 Convey the message clearly and confidently Give recommendations as and when required
Qualifications:
 Excellent customer handling skills
 Good interpersonal and managerial skills
 Ability to solve the problem if arise High school diploma or degree equivalent
PERSON SPECIFICATION
Essential skills:
 Good communication skills both verbal and written
 Strong multi-tasking skills
 Basic knowledge of computer Efficient administration
Desired skills:
 Should be flexible and adaptive while working
 An understanding of importance of good confidentiality practice
 Patience and caring attitude is must
JOB ADVERTISEMENT
We're HIRING !!
Receptionist
It is an opportunity for people to join TESCO and become part of TASCO's family. We have
vacancies for full-time receptionist in our stores.

5 days a week and addition with various benefits. Training and equipment’s will be provided.
Last date for applying is 15th November, 2020.
Pay and Benefits
-London Living Wage
-26 Days Annual Leave
-Benevolent Pension Scheme
Contact us today
If you are interested in our organisation or have any friend or
relative who is interested for the same please either:
 send you CV to 997 PQR lane, V23 XYZ
 or email it on [e-mail]

Preparatory notes of interview
HR of every organisation takes interview to analyse the personality and attitude of
candidates. Here are some questions for the purpose of receptionist in TASCO which are as
follows:
Q1. What roles does a receptionist play in customers' first impression of an organisation?
Q2. What do you do whole day?
Q3. Describe your previous jobs?
Q4. Do you feel stressed while working or you can bear work load?
OFFER LETTER
TESCO Plc.
January 30th, 2020
LMN
Dear LMN,
We are obliged to inform you that you are selected for the post of Receptionist in our
organisation as you have cleared all the rounds. Now the last background check and references
are to be done for cross verification (Li, Du and Xue, 2019).As per our discussion, you can join
from 1/December 2020, please acknowledge this mail as a sign of your acceptance. In case of
quarries feel free to contact.
Sincerely,
HR Manager

CONCLUSION
As we have discussed above HRM plays a very important role in every organisation as the
work of HR starts from recruitment-and-selection to training and development, motivation,
appraisals and many more. As we have discussed many recruitment techniques there
advantages and also strengths and weakness of recruitment-and-selection. Employee relations
also play a important role for smooth working of organisation also employee engagement
activities done at TESCO keep their employees motivated and work for achieving
organisational goal.