Recruitment and Selection Process, Motivation and Behaviour Report

This report provides an in-depth analysis of the recruitment and selection process within an organization, specifically focusing on Tesco. It details the various stages of recruitment, from advertising and application screening to interviews and the induction process. The report further explores motivational theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and how Tesco applies these theories to motivate its employees. Additionally, the report examines factors influencing individual behavior at work, such as work culture, job responsibilities, communication, relationships, and leadership, highlighting their impact on employee performance and organizational effectiveness. The report concludes by emphasizing the importance of effective recruitment, employee motivation, and a positive work environment for achieving organizational goals.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Recruitment and selection process...............................................................................................4
Motivational theories...................................................................................................................6
Factors that influence individual behaviour at work....................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Recruitment and selection is the key aspect of an organization. As these procedures
enables the company to have efficient workforce. This means that through the implementation of
these procedures the organization can hire the most suitable and desirable candidate for their
workplace. There are many retailers in the world and Tesco is one of them. Tesco's main
objective is to sell their products at cheapest price to the middle class people so that people
attracted with the store deals. This report will discuss recruitment and selection along with the
concept of motivation and its theories. Various factors that affects individual and team behaviour
are also being highlighted in this report.
MAIN BODY
Recruitment and selection.
Recruitment is a process of actively searching out for the eligible candidate for the specific job at
the right time at the right place(Kanagavalli, Seethalakshmi and Sowdamini, 2019).
Selection is the process of choosing the most suitable candidate for the vacant position.
Advertisment:
The HR manager firstly identifies the vacant positions of the departments and then make
a list of qualification's and skills which are needed for the vacant position and then this all
information is going to publish in the newspaper, television, as well as on internet.
Check the application :
After checking job advertisement interested people send their resume through Email and
other ways to the HR manager. Then the HR check all the applications and make the applicants
shortlisted based on their qualifications and skills which are helpful for company in achieving
goal.
Telephonic interview:
HR manager takes all the shortlisted candidates interview over the telephone. This
interview takes minimum time and through this HR knows the educational qualifications,
experience of the previous job, skills and so on. This is like primary interview.
Final interview :

Based on telephonic interview, the HR calls only those candidates who are shortlisted in
telephonic interview. In final Interview, the interviewer gives some tasks to selected candidates
related to their job and if they cleared this interview then the HR of the company gives offer
letter.
Induction Process
After getting the offer letter from HR, the candidate comes to company and on the first
day the HR gives general information about the company and also gives some information
regarding the rules and regulations of the company and then finally they meet the new employee
with their colleagues and gives some knowledge about the job (Sela, and Harel., 2019.).
After the induction procedure, the employee started doing their job and HR observe the
employee performance and on the basis of observation HR decides that whether the employee
needs training or not and if there is a requirement of training then adequate training is being
provided to the employees.
Benefits of training:
There are lots of benefits of giving training to employees in Tesco which are as follows :
 Boost morale : An effective training programs helps in boosting the morale of the
employee, and they perform their duties with more self-confidence(Janev, Hadzi-
Vasileva, and Sofijanova, 2018.).
 Increased productivity and performance: Employees undergo training process, which
raise their skills and knowledge of the job and builds their confidence and the abilities to
execute job. This will improve the employees performance and make them feel motivated
and work done with more efficiently and effectively.
 Improved Organizational Structure: An effective training helps in building the
organizational structure good. Through training employees do not perform any mistakes
while performing their job which improvised the organizational structure.
 Increased knowledge of policies and goals: the training process increases the knowledges
of employees regarding their job and also gives the knowledges regarding the policies of
the Tesco.

 Better workplace environment: Through training the employees know how to behave in
the organization with their superiors as well as with their colleagues which makes
positive environment around workers.
Motivational theories
Motivation is the process that encourage and initiate the employee to give their best performance
and help in reaching enterprise goal( Mohammed, and et.al., 2017 ).
Maslow motivational theory is applied in Tesco, because the company motivate their
employees to achieve their goal on the basis of fulfilment of all the five essential needs which are
as follows:
1. Basic / Physical needs : It includes motivating the employees through completing their
basic needs (Acevedo, 2018). In order to implement this Tesco usually provide a
workplace, basic pay and provide necessary facilities such as food or lockers for
belongings.
2. Security needs : They give the employees fully secured job which are in formal contracts
as well as unwellness schemes. At the workplace, they also provide security guards to
feel the employees safe in the organization. It guarantees health and safety in the
workplace to the employees. (Maslow, 2019.).
3. Social needs : Tesco boost team and group working at various level and encourage staff
to work as a team so, that each and every employee become friends. After become friends
doing job is easy because of friendly environment.
4. Self-esteem needs : Tesco belief emphasize self-respect for others and approval for hard
work, its self assessment, 360 degree feedback and appraisal system help to recognize
individuals contributions and importance and celebrate achievement.
5. Self fulfilment needs : Tesco offers personal development plans, recognition of skills
and endowment, opportunity for publicity and career progression system. The options
fast path management programme supply a route for capable staff to limit higher levels.

Herzberg motivational theory is applied in Tesco, because the company motivate their
employees to achieve their goal on the basis of fulfilment of this two factors which are Satisfiers
factors and Hygiene factors.
In 1959 Frederick Herzberg developed the Two-Factor theory of motivation. Herzberg
displays that certain element were true motivators or satisfiers. Hygiene factors, created
dissatisfaction if they were absent or inadequate. Dissatisfaction could be ventilated by change in
hygiene factors but these modify would not alone provide motivation to the employees.
Herzberg display that to truly motivate an employee the company needs to create conditions that
make them feel consummated in the workplace.
Tesco aims to motivate its worker both by paying basic cognitive process to hygiene
factors and by facultative satisfiers. For example, it motivates and charge its employees by
proper and timely communication, by delegating responsibility and involving staff in decision-
making. It grasp meeting every year in which employee can be part of the discussions on
remuneration growth. This display recognition of the work people do and rewards them.
Tesco's staff can tell that what food goes onto its restaurant menus. Employees thus
become motivated to make choices that will increase their use of the restaurants. Tesco always
care about the hygiene of restaurants through cleaning them day to day basis and Tesco also
takes care of hygiene of workplace because employees work their. Tesco provides toilets facility
to employees which are cleaned on the daily basis and through these efforts employees feel
motivated to join their organization.
Factors influencing individual behaviour at work
There are various factors that are responsible for influencing the behaviour of an individual as
well as team behaviour. These factors generally includes:
Work culture:
it is one of the important factor that is highly responsible for influencing the behaviour.
As if the culture of the work is positive and employee friendly then it will lead to raise the
performance of the employees in terms. However, a negative and adverse environment will
demotivate the employees and this will have a direct impact over their productivity and the
performance (Marasi, Bennett and Budden, 2018). In case of Tesco it always tries to make the
work culture positive so that the employees feel energetic and motivated.

Job responsibilities:
This means distribution and handling of responsibilities as per their calibre. This means a
overburden of the job responsibilities will lead the employees to be demotivated and their
performance would also affect. However, assigning the responsibility as per the capability of the
employees will lead them to be satisfied with their work and as a result the productivity will
raise. Tesco also make distribution of responsibilities as per the capabilities of the employees so
that they can perform their work with interest and due to that productivity will also be
maintained and raised.
Effective communication:
It is the key that influence the team as well as individual behaviour. As if there is no
effective communication in the organization then employee feel low, and they think that their
issues and views are not being given consideration. Thus, effective communication is very
essential to be had in every organization. Tesco usually adopt the practice of effective
communication so that its employee's morale will never be low.
Relationship at work:
This is also an important factor that lead the influence over the individual and team
behaviour. As no individual can work in isolation, which means that the existence of relationship
and interaction is very important at the workplace. Adopting the practice of harsh and tight
resistance will have adverse impact over the employees as well as it will hinder the formation of
team (Wesselink, Blok and Ringersma, 2017). However, in case of Tesco it always take care that
the work environment must be flexible so that employees can have effective interaction with
each other and as result of that they get positive and satisfied while working.
Leadership:
Managers and leaders are the key element that are responsible for influencing the
behaviour of an individual. This means that no employee would like to work under such
organization where the boss are strict. Since it is the responsibility of a leader to provide the
direction, guidance to its employees so that they fell comfortable and motivated while
performing work. Thus, adoption of effective leadership plays an important role. In case of
Tesco it usually adopts effective leadership approach so that its employees will be headed
towards a specific direction of the achievement of goals their behaviour would be positive
towards the organization.

CONCLUSION
From the above report, it is understood that the recruitment and selection process is
performed with the goal to hire the best candidate for the company because this will enable the
company to accomplish its goals more effectively and effectively. The training program proves
beneficial for the company because it helps it in increasing the productivity of employees as well
as organization. An effective work culture influence the individual behaviour at work and giving
job responsibility to employee also influenced the individual behaviour.