Impact of Part-Time Worker Recruitment on Tesco's Business Growth

This report examines the impact of effective recruitment and selection (R&S) of part-time workers on business growth, specifically focusing on Tesco. It explores the benefits and drawbacks of employing part-time staff in the retail industry, considering factors associated with their selection and the effects on business performance. The study employs an exploratory, qualitative approach, utilizing both primary and secondary data collected through questionnaires and literature reviews. The research aims to assess the impact of R&S on Tesco's business growth, considering the company's practices and the challenges it faces in recruiting and retaining part-time employees. The findings highlight the importance of adapting hiring processes and focusing on employee retention strategies to improve business outcomes. Recommendations are provided to enhance the recruitment and selection process, ensuring a more efficient and effective workforce.

Impact of effective recruitment
and selection of part-time worker
on business growth

EXECUTIVE SUMMARY
In the present era, many of the companies are beginning to understand the benefits of
building a greater culture for employees. The reason is workers spend their majority of their time
at work and it is important for a company to ensure they must be happy and comfortable at the
workplace. This is the talk about the full time employees but what about the part time staff
members. They are working in irregular shifts and face the issues related to fit into the culture of
the firm. The concepts of appointing the part time workers at the workplace for different reasons
have increased in the UK businesses with high speed. The present dissertation is based on “To
assess the impact of R&S of part-time workers on business growth with reference to Tesco”.
With the passing of time, company has made the improvement in the recruitment and selection of
part time staff members. The present study is exploratory in nature where main focus is on
exploring new ideas and thoughts which are beneficial for the present study. Inductive approach
has been selected and interpretivism as a philosophy has been employed. For the analysis, both
primary and secondary sources in the research and it has been analysed through qualitative
technique. Primary information has been collected with the help of well structured of
questionnaire and secondary data has been taken from various books, journals and online
articles. Sample size of 5 managers of Tesco has been selected and non probability sampling has
been undertaken.
From the information collected it has been determined that Tesco has implemented or
adopted the concept of part time employees. Management has sometime met the expectations of
these employees regarding the wages. Along with this, the gather information has been also
showed that there are some factors which have influenced the need of part time employees at the
working area. On the other hand, after appointing these workers, organization has got some
benefits and deal with drawbacks. Do overcome the problems and make the recruitment and
selection process better, there have some recommendations have been stated such as change
hiring process, keep eye on review process etc.

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................2
CHAPTER 1: INTRODUCTION....................................................................................................5
1.1 Background............................................................................................................................5
1.2 Rationale of the study............................................................................................................7
1.3 Research aims and objectives................................................................................................8
1.4 Analysis and framework........................................................................................................9
1.5 Structure of the dissertation...................................................................................................9
CHAPTER 2 – LITERATURE REVIEW.....................................................................................11
2.1 Introduction..........................................................................................................................11
2.2 Concept of recruiting part-time workers in retail industries................................................11
2.3 Factors associated with the selection of part-time workers.................................................14
2.4 Effect of recruiting and selecting part-time workers on business performance..................17
2.5 Recommendations to potentiality indulge into certain effective practices of hiring part-time
workers in order to grow their business.....................................................................................18
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................21
3.1 Introduction..........................................................................................................................21
3.2 Research approach...............................................................................................................21
3.3 Research philosophy............................................................................................................21
3.4 Research design...................................................................................................................22
3.5 Research type.......................................................................................................................23
3.6 Data collection.....................................................................................................................23
3.7 Sampling..............................................................................................................................24
3.8 Data analysis........................................................................................................................25
3.9 Reliability and validity........................................................................................................25
3.10 Ethical consideration.........................................................................................................26
3.11 Research limitations...........................................................................................................26
CHAPTER 4: DATA ANALYSIS AND FINDINGS...................................................................28
4.1 Introduction..........................................................................................................................28
4.2 Thematic analysis................................................................................................................28
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................45

5.1 Conclusion...........................................................................................................................45
5.2 Recommendations................................................................................................................47
REFERENCES..............................................................................................................................50
APPENDIX....................................................................................................................................54

CHAPTER 1: INTRODUCTION
1.1 Background
Today's contemporary era has created a huge impact on certain affiliated functionalities
of businesses. Recruitment and selection (R&S) procedures are hereby at a foremost perspective
to set up a succeeding business establishment. It is mainly due to their greater influential power
that makes a significant impact upon the overall growth prospective of a venture, especially in
this digitalised work environment. It is a pivotal part of workforce planning which further
comprises with varied other consolidated procedures to proceed towards a stepwise hiring of
candidates (Armstrong and Taylor, 2014). The term R&S consists of two well-defined concepts
in which selection is referred to be a substantial part of recruitment. It is mainly due to their
slight distinguished perception in which recruitment is distinctly used for acquisition of fresh
candidates at newer positions and job profile.
This is for instance is mainly referred at the time of expanding the business operations or
to diversify the existent activities. It hereby requires a prior planning of manpower resources in
order to place right number of candidates at accurate job profiles. Forecasting is thus a vital part
of this process in which the concerned business authorities are firstly required to ascertain the
actual requirement of staffing the individuals (Cook, 2016). These predictions will link with the
stated missions and vision of the enterprise with reference to accomplish them at a given time
period. One can hereby showcase a significant existence of R&S procedure where in-spite of
having the modernised techniques of machineries and equipments that depicts their best physical
resources, a company cannot achieve the targeted success without a definite association of
personnel resources at their workplace.
It hereby refers to a fine conception of manpower planning that will concisely help the
enterprise to acknowledge their exact requirement in terms of hiring permanent candidates or
temporary individuals for carrying out their respective tasks. Such planning also makes a huge
impact upon a consolidated referral of training and development (T&D) to their appointed set of
workforce by clearly determining their extensive arenas of learning. This also anticipates the
establishment to determine their contractual proposals by together projecting the overall costs
and other financial assumptions relating to their R&S procedures (de Graaf-Zijl, Van den Berg
and Heyma, 2011). Selection being a substantial composition of recruitment, aid the companies
to match the possessed skills of the candidates with their vacant job profiles for which they are

referring to arrange the session of R&S. Many organisations refer to interpret these concepts
with a synchronised application of certain effective models to make a primary analysis of
prevailing competition in the markets.
This will in turn help them to make a future identification of upcoming threats and
opportunities by which they can easily compare the existent potency of their workforces with
future requisitions. It is basically in order to prepare an impelling plan which will be required to
build an effectual workforce for attaining the future considerations of business. The chosen topic
for this research has depicted a prime efficiency of R&S procedure in hiring part-time workers
with context to Tesco (Fagan and Walthery, 2011). Into which, an effective procedure underlies
a meticulous composition of the above entailed tactics of R&S that eventually exists with an
evaluation process to ensure that their enforced models of competencies have relatively
corresponded with their organisational goals. Such efficacious policies of R&S will together
assure the potent dimensions of Tesco where they will be operating with certain requisite
cognition of abilities to responsibly fulfil their set objectives.
Company overview
Tesco organisation is considered to be amongst one of the largest retail sector employer
in UK. As a result to which, it is recently dealing with around 360, 000 number of employees at a
global level of its business. However, UK is the domicile market of Tesco with almost 86% of
market shares in it. In addition to which, it also deals in about 12 more markets at a worldwide
level other than its domicile market of UK (Tesco, 2016). This includes some profound regions
of China, Japan and Turkey, etc., by currently launching some of its stores in US. Such
international expansion is apparently considered to be a routine operation of Tesco where they
continually refer to diversify and grow their business. Accordingly, Tesco requires a broad range
of personnel resources for both store based and non store based job profiles in terms of satisfying
the needs of its varied departments.
Its store occupational profiles mainly consists of check-out staff, stock handlers,
superiors and specialists like chemist's and cooks, etc. However, the non store based jobs are
particularly for its distribution centres with candidates who have a prior knowledge of logistics
and stock management, etc. It also has a distinct set of headquarter to outlook their
infrastructural reflection that includes some supervisory roles of human resource (HR), personnel
to render judicial services along with the teams of marketing and information technology (IT).

Tesco however relies upon a unified postulation of all its distinguished roles where they should
work towards an analogous accomplishment of their business objectives (Clark and Chan, 2014).
For which, they believe to implement a structured format of their R&S procedure in order to
make a correct placement of candidates at a relevant position.
1.2 Rationale of the study
The principle of this study is “To assess the impact of R&S of part-time workers on
business growth with reference to Tesco”. The R&S procedures of Tesco depict a structured
format in which they also refer to provide part-time occupational facility to the scholars for
timely attainment of their growth objectives with a better execution of assignations. This
includes people from almost all age groups and assorted cultures from renowned universities
who can also refer to endeavour their internship with Tesco (Nobrega, 2014). They also provide
a fine assistance of flexible working hours to its workforce to relaxingly work on the seasonal
period of business when they are often required to operate into a binding schedule of work.
The recent study has dealt with the R&S policies of Tesco in regard to specify the
enlistment and retention tactics of part-time employees. Furthermore, it has also elaborated an
integral relationship between the two well-defined concepts of recruitment and selection with
respect to the applied policies of Tesco to vitally contribute in their business growth where they
are profoundly known as a giant retail firm of UK. Another primary intent of this survey is to
deeply investigate the contributory aspects of part-time workers in prospectively growing the
business (Snape and Redman, 2010). It is basically to render some meticulous customer service
to the potent users of the cited entity, especially at the engaged schedules of their seasonal
period.
This is also to potently defeat the contenders of Tesco with some improvised services by
them as compared to their existent number of rivals. As a result to which, the HR department of
the referred company is rigorously focussing upon more hiring of part-time worker to deliver
some amended services to the consumers within a stipulated frame of time. They are however
facing some reluctant issues in recruitment and selection of part-time employees where they are
unable to work into a proficient format of work to enhance their essential business outcomes
(Wilden, Gudergan and Lings, 2010). Moreover, the quoted firm is also going through a
challenging phase of their business where they are dealing a tough competition from their peer
groups in order to frame some better policies for retention of part-time workers.

It is to fundamentally prolong their working period with a longer perspective of operating
a progressive set of business. This study has thus focussed upon co-relating the enlistment of
part-time workers with its resultant effects on the business in this digitalised economic system.
Apart from this, it had also specified certain reformations into the existent policies of R&S with
an amended outlook of recruiting the temporary individuals in the enterprise. It has involved
some regenerated provisions of benefiting the workers with some applicable tools of motivation
(Bangerter and et.al., 2012). However, a considerable format of leadership is referred to be yet
another major requisition in order to retain the efficient staff members of Tesco who have signed
a temporary contract of employment.
1.3 Research aims and objectives
The chief aim of this survey is “To evaluate the impact of R&S of part-time workers on
business growth of Tesco”. It is further supported by some relative objectives to gain the
anticipated findings which are as stated below-
 To determine the concept of part-time workers in Tesco to compel the dynamic attributes
of business.
 To assess the benefits and drawbacks that are associated with the designation of part-time
workers at the workplace of Tesco.
 To understand the influential factors for hiring part-time workers on business
performances of Tesco. To recommend some effective ways through which Tesco can potentiality indulge into
the practice of hiring part-time workers in order to grow their business.
Research questions
Below defined are some research questions which are developed to appropriately
accomplish the aims and objectives of the research:
 What is the concept of part-time workers to obligate with the impulsive dimensions of
business?
 What are the advantageousness and disadvantageous factors related to the recruitment of
part-time employees at the workplace?
 What are the relative elements in part-time selection of personnel that affects the business
performance?

Above conferred questions have ensured a consequent attainment of the awaited results
from this study.
1.4 Analysis and framework
This is to demonstrate the proposal of researching this study into which it has focussed
upon both an explanatory design of the research. It is with a prime intent of generating new
thoughts and ideas in order to overcome any prevalent issue of the study. Secondly, this study
have opted for an inductive approach of making research into which the gathered data have
traversed from a specific to general content (Epstein and et.al., 2014). It is mainly due to a
nominated study on the designated company named Tesco where it has primarily referred to
identify the effectiveness of its present R&S structure. Apart from this, it has also included both
the sources of primary and secondary data collection into which the primary data have presented
a well formatted structure of questionnaire.
In addition to which, the secondary data have assisted a base for conducting the entire
study with the help of books, journal and certain authenticated websites as an online referral.
Furthermore, the compositions of data analysis have depicted the use of a qualitative tool to
evaluate the gathered data via distinctly constituted themes. Into which, the sampling method
have referred to total 5 sample size number of HR managers in Tesco with a purposive tact of
collecting the statistical information regarding their R&S procedures of part-time workers
(Fernández-Kranz and Rodríguez-Planas, 2011). Lastly, the research philosophy has portrayed
an interpretivism philosophy of the carried research as a mean of comparing the acquired
information with the factual scenario.
1.5 Structure of the dissertation
It is in order to pursue a structured format of the research with some specified contents
into it which is necessary to achieve its stated aims and objectives. Below defined is the
structured format of the dissertation with some appropriate proposals to conduct the research-
Chapter 1 Introduction: It is foremost chapter of the thesis that has rendered some factual
information in regard to entail the detailing of the topic that has been chosen for this research. It
has involved some fundamental contents of background to represent the acquisition of part-time
workers by together overviewing their R&S procedures into the designated company. It has also
included the aims and objectives of the study by together rationalising it via an analytical
framework and certain relevant questions for conducting the research. It is based on a conceptual

framework to determine the impact of an effective R&S procedure of part-time workers on the
business growth of Tesco.
Chapter 2 Literature review: It is the second chapter of the dissertation into which the same
topic have been studied from a contrary perspective of different authors where they have
presented their assorted beliefs. Briefly, it has provided a base to conduct the entire research by
reviewing the topic with different formation of themes in context to analyse the impact of
effective R&S of part-time workers on the business growth of Tesco.
Chapter 3 Research methodologies: This has represented the third chapter of the thesis in order
to frame some reliable decisions regarding the selection of tools and techniques for conducting
the research. According to which, the present research have referred to use various analytical
tools with both primary and secondary sources of data. Moreover, it has opted for a descriptive
quality of the study with an inductive approach of researching the data.
Chapter 4 Data analysis: This is the fourth chapter of the dissertation into which it has depicted
a qualitative format of data analysis with an interpretivism philosophy of the research. This is
basically to analyse the primary data with a purposive method of sampling it with a sample size
of total 5 number of HR managers in Tesco.
Chapter 5 Conclusion and recommendations: It is the endmost chapter in order to showcase the
findings of the carried research. It has hereby concluded the deprivation of the study with some
recommendable suggestions to Tesco in order to indulge into some potent practices of R&S for
hiring the part-time workers that can effectively grow their business in the future.

CHAPTER 2 – LITERATURE REVIEW
2.1 Introduction
Literature review is one of the most important part of this research that has reflected the
subject matter of the chosen topic. It is further on the basis of an auxiliary study to depict the
distinctive views of some affiliated authors who have argued to evident their different outlooks
of the research. In addition to which, this particular section of literature review have also
showcased certain highlighted information with a significant intent of fulfilling the predefined
objectives of this study. This is basically for reaching to a conclusive part of the research with a
fine attainment of all specified aims.
As a result to which, the major discoursed topics of this section have primarily referred to
include the concept of recruiting part-time workers in business. The secondary part has focussed
upon defining the factors affiliated to such selection of workers with a temporary context of their
contractual employment. It has hereby delineated both the factors of benefits and drawbacks with
some other relative components of part-time hiring of workers. The eventual part of this section
has articulated some crucial impact of such R&S techniques on the business performances. All
these conceptual themes are however with context to the carried procedures of Tesco.
2.2 Concept of recruiting part-time workers in retail industries
Employees being the most important part of a business are directly associated with the
developmental considerations of the entity. With reference to it, both full-time and part-time
workforce plays an equivalent role in mapping the overall growth of a business establishment. It
also depends upon the implicated policies of HRM in an organisation which makes a direct
impact upon their appointed set of personnel at the workplace as stated by Heathfield (2016). It
is mainly related to the boosting factor of continuing the work with an enterprise where the part-
time workers are often seen to end their contract of employment without considering a prior
enlightenment of it. Heathfield (2016) have also mentioned the indispensable concept of part-
time workers where they often work with a mere sense of earning monetary fund’s rather than
fulfilling the stated objectives of the firm. They are often referred to work on a temporary basis
with a casual contract of employment.
As per the classified terminology of part-time workers in UK, they are required to work
for a less time period as compared to the specified working hours of the full-time workers as

aforesaid by Petrou and et.al., (2012). However, UK regimes for part-time personnels does not
comprise with a fixed frame of time where they consequently work for occasional hours with no
prior assurance of it. As a result to which, UK organisations do not refer to provide any additive
benefits of leaves to them where they are also not referred to be an active part of their reward
systems and performance management, etc.
Townley (2014) has explicit yet another absolute possession of part-time workers where
they are often considered to work for a rotational period as per the referred shifts of different
establishments. It is where the UK entities can together refer to another depiction of part-time
workers where they are usually known to work for less than 30 to 35 hours a week. It is however
stated to be a dependant policy into which the solicitous business enterprises are entirely
responsible to decide their part-time working hours with respect to some other detailing points of
referral to the appointing set of individuals at their workplace (Townley, 2014). This mainly
refers to their additive factors of benefits and other prospective means of motivating the part-
time workers to work with a sensible approach of making timely submissions of their
assignments.
Contrary to which, most of the business entities do not refer their part-time workers to be
a significant part of their routine events as per the expressed views of Monk and Wagner (2012).
It is mainly referred to a deficit practice of performance management and reward systems to
handle the workers who are working on a temporary basis of their employment. Therefore, on
concluding the bestowed statements of both the authors, it is clear that the term part-time
workers generally tends to vary from one organisation to another organisation. It is consequently
with reference to their own accountability of building certain reinforced policies for their
associated number of workers (Monk and Wagner, 2012). It may or may not reflect the
enumerated hours of working for both their appointed set of full-time and part-time staff
members.
With an analogous perspective of Hayre (2015), there is an existence of differentiated
concept to measure the correspondent factors of part-time employees with affiliation to certain
impulsive trends of rendering benefits to them. This is referred as an acknowledged cogitation of
evaluating the nature of contractual term in variant entities. It is with a contradictory assumption
in most of the firms where they do not refer to provide any additive benefits to the part-time
employees. However, many ventures with a distinct sense of treating such employees

equivalently refers to pay them the added advantages on the basis of their considerable work
performances (Hayre, 2015). This is often referred to be a favourable outcome for handling the
changing dynamics of today's fastening business environment.
Hiring of part-time workers thus refers to a contemporary trend of operating the business
into a respectable manner where it is indulged with some substantial factors of benefits as
mentioned by Crawford, LePine and Rich (2010). The foremost advantageous constituent is its
modernised concept of flexible working hours to the employees where they can effectively
manage both their personal and professional lives. As a result to which, the appointed set of
personnel will hereby refer to work with a valuable sense of submitting their acquired
assignations on time. This will appropriately match with the productive cogitation of the
companies where they will in turn generate more earning of profits and revenues (Crawford,
LePine and Rich, 2010).
Cost effectiveness is considered to be yet another advantageous constituent of such
hirings with context to the ventures where they can efficiently trim down their labour costs into
the operational arenas where they do not require a full-time existence of staff members. Part-time
hiring of individuals is also referred to be a pivotal mean of appointing the workers at the time of
any deficit work consideration as aforesaid by Gopalia (2011). It is for instance the companies
are in an exigent need of deputing candidates at their vacant positions that are imperatively
required to fill. In such cases, part-time hiring are at the stake of businesses where they can
easily fetch a liable interest of some potent candidates to refill their empty profile of job via an
implicated mean of temporary employment contract.
Contradictorily, as per the conferred perceptions of Lussier (2011), such part-time hiring
are often referred to be an impediment source of business which largely obstructs their vital
functionalities. These are mainly due to a less commitment level of temporary employees who
often does not refer to fulfil the business objectives as per its predefined requisitions. Such
practice of part-time personnel resources directly hinders the quality of products and services
rendered by a corporate body to its customers by simultaneously depriving their brand image.
Therefore, on closing the subdivided concept of part-time hiring of personnels, one can
associatively relate to its dual provision with has both the factors of benefits and drawbacks
where Lussier (2011) have also made a clear statement of its binary consolidated strategies that
often makes a double impact on the respectable growth of the businesses.

2.3 Factors associated with the selection of part-time workers
A part-time employee is the one who either refer to choose such working strategy due to
any personal reason or it may be because of the prevalent employment condition, as stated by
Gobillon, Meurs and Roux (2015). From an organisational point of view, hiring of part-time
workers is referred to be a beneficial tact which is especially with reference to large scale retail
establishments. As a result to which, such hirings of part-time workers is not a mere
consideration of small business entities but are together being adopted by many big
organisations. It is basically to acquire a competitive advantage from the existent number of
competitors in the operational markets in this vast trend of globalization.
At this time, designating part-time workers results into certain optimistic resultants for
the enterprise. In addition to which, such hirings are often affiliated with some pessimistic
consequences for the firms considering these practices. It is therefore important to make a
primary apprehension of types of part-time workers where they are hereby segregated into four
broad categories (Gobillon, L., Meurs, D. and Roux, 2015). This bifurcation is however based
upon a conducted study of US office of labour statistics where around 18.3% of employees in the
mid 90's were found to be employed with a part-time association of work. This turned into a
statistical survey with the help of such supported information where a major data of part-time
workers were working with a voluntary approach with no causation of an insecure full-time
employment.
This was instead aiding them to manage both their personal and professional work
schedule where they have willingly chosen to work with a flexible outlook. On whose basis,
Flores and et. al. (2015) have parted four prime categories of part-time workers according to
their varying demographic attributes. The first classification was meant for “Retired individuals”
who tends to chose a part-time employment as a supplement mean of generating a fixed income.
This is yet with another leading consideration of being certainly involved into the world around
them. Another grouping was especially meant for the “Parents” where they mostly opt for part-
time employment as a mean of earning money by together raising their kids by spending a
substantial amount of time with them.
“Students” comes into a subsequent category here where they generally prefer for such
employment in order to embrace their learning skills with no intervention in their studies due to a
full-time tenure (Flores and et. al., 2015). Lastly, their exists a classified set of “Temporary

agency employees” who are often employed for a limited period of time in the role of part-time
workers. They are also known as freelancer professionals who work in a particular arena for a
constricted time frame as per their contractual term of employment. Sullivan (2014) have framed
some applicable constituents of such hirings as a dual mean of benefiting the establishment with
some equivalent number of drawbacks. The advantageous factors have oscillated the factors of
disadvantages with increased number of benefits of such hirings.
These beneficial components are entirely from an organisational point of view where cost
is referred to be a foremost factor of consideration for the establishments. Financial concern is
the biggest element in each and every entity as stated by Rubery and Rafferty (2013). A part-
time hiring of workers is hereby proven to be an ample assistance to the firms where they can
easily refer to hire such temporary workers at a lower structure of their wages. This is with
comparison to the full-time association of workers who are not only paid higher leverage of
salaries but are together eligible for other additive benefits which are not meant for the part-time
workers (Rubery and Rafferty, 2013).
Moreover, an active working with full source of vigour and liveliness which is a peculiar
requisition of all retail establishments. It is however with reference to the part-time scholars
whose flexible working conveniently assist the respective firms. Such perception of hirings also
aid the employers into their full-time hirings where any interested part-time candidate with a
temporary contractual term of employment can successively work into the vacant job profile.
However, in such case, the employer should hereby look for the requisite number of skills in the
impermanent individual whom they are referring to hire in the vacant job position as mentioned
by Koning and Lindeboom (2015). Here, the candidate should posses certain effective
capabilities to stand by the ascertained job responsibilities by efficaciously co-ordinating it with
the person specification of the vacant profile.
With which, the impermanent employee positioned into a full-time contractual
employment will be liable for all relative benefits along with a raised source of income as per the
wage structure of the solicitous enterprise. Vandello and et.al. (2013) have also referred about
yet another vigilant factor in young part-time workers where they are always seen to cope up
with some new learnings. This gives an immense treasure of benefits to the establishment where
they can actively meet out the new challenges of this dynamic work perspective. This also gives
an innovative outlook of work where the youngsters often come up with certain new generation

of ideas and thoughts to successfully carry out the work by together fulfilling the dynamic
preferences of the clients and users (Vandello and et.al., 2013).
It will in turn enhance the earning capacity of the entities with rising sales and profits.
Hurrell and Scholarios (2014) have defined an agile accessibility of such workers as another
crucial factor of benefit to the ventures at the peak season of their business when they can easily
refer to hire part-time workers to comply by their work procedurals. It is specially with reference
to the scholars and students who are entirely free at the time of their seasonal holidays or some
other festive seasons when there are relatively more gathering of customers at the workplace
(Hurrell and Scholarios, 2014). This could reliably advantage the retail organisations along with
some other service industries who operates into the viable departments of customer service.
Furthermore, as per the conferred views of Dekas and et.al. (2013) there together exists
some leading disadvantageous factors of such hiring to the entities where part-time workers often
fails to abide by the earnestness of the given assignations. This also results in an increased rate of
absenteeism by together raising the turnover ratio of employees (Dekas and et.al., 2013). It is
where the impermanent workers do not work for a longer time period and abruptly leaves the
organisation with no prior intimation or notice to their respective higher authorities. An
inexpedient cognition of work is yet another relative concern for the establishments referring for
such hiring of workforces. Such impotent constituent of inexperience may atrociously result in
rising the expenditures of the firms.
It is with an enhanced cost of T&D for drilling the fresher candidates who has no prior
experience of work. However, as per the conferred views of Lewis and West (2014), part-time
workers often tends to showcase an inconsistent performance of work which leads to lessen the
productivity of the enterprise. According to which, such temporary workers with a lower
cognition of work takes more time to learn as compared to the full-time workers. As a result of it,
the customer driven organisations suffer more due to such reluctant sense of their part-time
workers where a deficit prospect of loyalty is referred to yet another major trouble for the firms
hiring them.
This clearly displays a lessened state of commitment by such impermanent personnels
which is apparently due to a lower level of income to such employees as compared to the full-
time association of workers (Lewis and West, 2014). It in turn results into a raised turnover ratio
of such employees where due to a low significance of their commitment level they often leave

the organisation with no prior notice to their supervisory bodies. Beside this, they also leave the
entity with another major concern of getting higher wages and payment in some other
establishment as a result of which they make a rapid switch from their currently employed
position. However, on referring to a humane mindset where it often refers to change due to
varied reasons, it gets easy for such prosperous business proposals to rapidly fetch the interest of
non pledged workers who continually switch their job profiles. Triventi (2013) have thus stated it
to be a prominent concern of the business entities where they should make a prime decision of
hiring workers for sustaining their activities by either a permanent workforce or employees on
the basis of temporary contracts.
2.4 Effect of recruiting and selecting part-time workers on business performance
An apt business performance is considered to be a foremost consideration of each and
every business organisation as mentioned by Česynienė, (2015). It is therefore a principle review
of the ventures to contiguously refer to their hiring procedures in order to delegate effective
candidates in applicable positions where they can eminently perform their business objectives
and timely meet the goals. Personnels in such case are reviewed as a chief asset of the business
where they are the only responsible parties for carrying out the entire business operations in a
respectable manner (Česynienė, 2015). Hiring of individuals is thus seen to be a prospective
occupation with a direct accountability of the appointed set of HR personnels in the companies to
make certain effectual policies of R&S at their respective workplaces. This will assist them to
make an impelling placement of candidates at an accurate position by clearly analysing their
pertinent skills and abilities.
It will also give them a prior sense of composing certain requisite sessions of T&D for
them in order to enhance their present level of knowledge by taking it to the next higher level.
Moreover, as per the stated clause of Foster and Wass, (2013), it will also require them to make a
close reasoning of the type of hirings they will be referring at their workplace as a mean of
recruiting either full-time or part-time affiliation of workers (Foster and Wass, 2013). Such
decisions will directly impact upon their business performances on referring to the distinguished
attributes of both associated bodies. A full-time workforce as per the antecedently discussed
factors of part-time hirings are referred to work into a more efficient manner. It is on the
configured fact of part-time hirings where they often performs with a low level of work

commitment as mentioned by Garnero, Kampelmann and Rycx (2014). This results into a higher
ratio of employee turnover by directly striking over the productivity concern of the firms.
Therefore, on referring to the pro's of such hirings, a part-time workforce is also a
resultant factor of reduced overhead cost that immensely benefit the establishment up to a greater
extent (Garnero, Kampelmann and Rycx, 2014). It hereby requires some efficacious practices of
managing the impermanent workers as a mean of treating them in an equivalent manner as the
full-time workers are being treated at the workplace. This means to render them a resourceful
income with a handful payment of salaries which rarely becomes a troublesome situation for the
ventures who rigorously makes an hourly payment of wages as defined by Klingner, Nalbandian
and Llorens (2015). The law have also made a clear statement of distinction among both these
hirings where the part-time employees cannot contest with the wage level of permanent
employees due to their less number of working hours. UK law have also framed some other
affiliated ordains for hiring part-time workers where they should also get an equally
correspondent work environment as provided to the permanent set of employees.
Klingner, Nalbandian and Llorens (2015) have also referred the entities to use a non
discriminative approach towards the temporary set workers where they should get an equivalent
rate of hourly salary as offered to the full-time workers. With reference to which, they should
together get overtime payment of wages as given to the permanent set of employees on working
for a longer period of time that is relatively more than their usual working hours. This will
factually enhance the business performances of the enterprises where they will operate with a
rationalised approach towards their part-time association of workers. Landy and Conte (2016)
have specified that such coherent practices will significantly help them to convert the negative
consequences of hiring temporary workers in to certain affirmative outcomes for the business. It
is mainly due to an analogous procedurals and work policies for both permanent and temporary
set of workers as a mean of reducing their turnover rates with a substantial increment of their
commitment level that will directly reflect an enriched performance of the business (Landy and
Conte, 2016).
2.5 Recommendations to potentiality indulge into certain effective practices of hiring part-time
workers in order to grow their business
The above considerate measures of the preceding section is with a contrary percept of
Cockx, Goebel and Robin (2013), where they have provided a liable solvent for it. This is

basically a fine referral to the enterprises for getting into a beneficial tact of hiring part-time
workforces. It is by significantly diminishing their pessimistic impacts with a simultaneous use
of their varied advantageous components. It thus requires a meticulous involvement of
performance management along with a fine system of rewarding the employees on the basis of
their work executions (Cockx, Goebel and Robin, 2013). By adopting such practices, it will be
easy for the entities to retain their talented staff members who have been employed on a
temporary basis as per their contractual term. These practices are yet again backed up with some
other distinct measures with a prior intervention of regulatory bodies on it. With reference to
which, they have hereby framed some commendable policies of employing the impermanent
workers as of with a similar treatment to their full-time workers.
In relation to which, McBride (2000) have highlighted some major regulative points of
Prevention of Less Favourable Treatment which was especially meant to protect the
employability rights of part-time workers that came into force on the July month of 2000. He
hereby emphasised upon some of its leading policies on whose pusual they can easily indulge
into certain effectual practices of part-time hirings. This is basically to overcome the defective
resultants of deputing temporary personnels at the workplace where they often work with less
commitment level and a low understanding of tasks and assignations (McBride, 2000). This in
turn leads to reduce the productive state of the firms with an atrocious rise in their employee
turnover ratio. Thus, in order to improve such pessimistic conditions from the workplaces, the
establishments are hereby advised to provide an equal work culture to both its part-time and full-
time association of workers. With whose reference, the ventures are hereby advised to
equivalently train their appointed set of personnels where the part-time workers should not be
excluded from the developmental sessions and evenly participate into it with the permanent set
of employees.
This will not only give a valuable sense of working to them where they can timely
achieve the organisational goals and objectives, but will also attempt the given assignations into
a standardised format. Cappelli and Keller (2013) have specified it to be a major reason behind
rising the productivity of the establishment by together raising the image of their brand name.
Another pivotal element is to provide an equivalent number of benefits to the temporary workers
where it is referring to both fiscal and non monetary rewards that are usually given to the
permanent set of employees (Cappelli and Keller, 2013). The monetary benefits are hereby

reflecting to bonuses, additive incomes for overtime working and hikes on the basis of promotion
where they will be rendered a higher level of salary on acquiring a superior job position.
However, the non fiscal benefits are hereby referred to leaves where the part-time workers
should get an equal amount of annual leaves, maternity and parental leaves, etc. as given to the
full-time employees.
Self recognition is yet another source of non monetary benefits. It is where a
commendable performance of an impermanent worker should be evenly aerated by the
managerial bodies as a mean of appreciating them in a similar way they praise their permanent
set of employees as defined by Wielers and Raven (2013). By following these measures, the
operational ventures with a set of part-time work association can easily get over their disrupted
constituents with a significant attainment of varied optimistic results. It is fundamentally due to a
prior sense of motivation in such practices which will efficaciously boost up the confidence level
of the part-time workers (Wielers and Raven, 2013). As a result to which, they will responsibly
perform their tasks to complete the assignations into a standardised format. This is mainly with
respect to succeed towards the benefited factors of part-time hirings. It is where such plentiful
practices will help them to accomplish varied effective ways to obtain productive and timely
submission of work from their impermanent workforces without any deterrent approach.

CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
The purpose of this research is to inform the actions of the researcher to its readers. At
the time of conducting an investigation, a specific thing should be taken into consideration that
the study must always reflect a high quality in order to produce liable set of knowledge. To
achieve this, the investigators should use correct researching methods in order to attain an
expected outcome of the research. Research methodology is a process to find out the result of a
specified problem (Billig and Waterman, 2014). In this, the researchers uses different criteria for
resolving the defined topic of the study. The present investigation is to determine the impact of
effective recruitment and selection of part-time workers in the business growth of Tesco. In
context of the following aim, some objectives have been designed. To attain those objectives, the
researcher have used several research methodologies which are explained in the below outlined
sections.
3.2 Research approach
There are two type of research approaches: inductive and deductive. The relevancy of
hypotheses to this research is a main distinctive point between these research formulations. The
aim of deductive research approach is to test the originally developed theory while inductive
approach is concerned with generation of new theory on the basis of certain accumulated data
(Hunleth, 2011). Generally, deductive investigation begins with a hypothetical data but an
inductive framework uses research questions to gain the expected outcomes of the investigation.
For the present investigation, the researcher have used an inductive research approach.
There are several reasons which shows that why the investigator have selected the following
framework for the entire investigation. In this context, first reason is the scholar have developed
some research questions in order to solve the defined problem of the subject (Flick, 2015).
Another reason is that the researcher wants here to develop a new theory on the basis of the
gathered set of data. From this, the investigator can easily determine the impact of effective
recruitment and selection of part-time workers on the business growth of Tesco.
3.3 Research philosophy
Philosophy is a belief of the researcher to relevantly apply the contended tools of
instigation. It basically defines the way in which data should be gathered, analysed and

interpreted by the researcher. It is a method to develop the background of the research with its
reliable knowledge and nature. The following method is referred as another way to obtain the
solutions of the research problem in an effective manner. Research philosophy can be defined in
two distinct methods of interpretivism and positivism that fundamentally used in the conducted
study (Miller and et. al., 2012). The philosophy of interpretivism involves interpreting the
assembled information with multiple set of beliefs and realities that are often considered to be a
challenging prospect in terms of considering the rigid experiences. This philosophy is mainly
convergent about interpreting the real significance of human behaviour rather than generalising it
in a hypothetical context. Positivism philosophy is on another hand is abundantly focussed on
studying the factual contents with applicable facts and figures of the collected data. It believes
into a singular force of objectivity with a phenomenal presence of the extraneous world.
The present survey is based upon an interpretivism philosophy with a humanistic role of
the researcher in order to provide necessary support to the existent R&S policies of Tesco in
terms of hiring part-time workers. It is with a supportive analysis of the effectiveness in such
implicated practices that may directly impact upon their business growth (Panneerselvam, 2014).
In addition to it, a leading reason behind selecting this specific philosophy is to cover the
associated factors of truth in it. However, the positivism philosophy due to a quantitative nature
may neglect defining the things connected with it.
3.4 Research design
This section is referred to be a blueprint documentation of the research in order to support
the study with a prior determination of its defined aims and objectives. It is overall referred to be
an important part for understanding the nature of the entire research with a significant attainment
of its goals. A proper selection of the design is also considered to be a substantial mean to
enhance the reliability and validity of the study. Their exists certain distinct type of designs to
effectually carry out the study where descriptive, exploratory and explanatory are three widely
used designs for conducting the research (Research design, 2009). All of them comprises with
distinct significance of each where a descriptive study is basically used for describing the chosen
topic of the research. It however requires the researcher to make an in depth analysis of the study
with a distinguished concept of another design which is known as an exploratory study.
Exploratory structure is fundamentally used at the time of generating newer ideas to propose a

unique concept to the chosen topic of the research. However, an explanatory design uses a casual
approach to merely explain the laid down conceptions of the research.
The present study have thus focussed to work upon a descriptive structure of the research
in order to acknowledge the affiliated R&S practices of Tesco in terms of hiring part-time
workforces. Exploratory design is however not chosen for this study due to its unneeded
formulation as there is no such need of presenting any newer ideas in the selected topic of the
research.
3.5 Research type
This section is basically in order to reflect the nature of the research where it
subsequently assists in selecting an appropriate technique for conducting the study in an effective
manner. In addition to this, a significant requisition of beforehand selecting the research type
also aids for directionally carrying out the study. Mostly a researcher is required to use two types
of research as a mean of conducting either qualitative or quantitative study of the topic
(Qualitative Research Methods Overview, 2014). A qualitative study represents a non numeric
study with no such existence of numerical data in it. However, with a contrary approach, a
quantitative data is full of numerical facts and figures for statistically conducting the entire study.
This form of study wholly consists of numerical content and therefore requires implementing
certain necessary statistical tools which are eventually employed to study the gathered numerical
statistics.
The recent survey has opted to conduct a qualitative study in order to present its non
numerical nature of information. This has also included some indispensable formation of themes
to analyse the collected set of information (Quantitative Methods in Education Research, 2014).
Themes are thus referred to be a pivotal part of a qualitative study in order to accomplish its
certified goals and objectives.
3.6 Data collection
This section is referred to be one of the most important part of the entire study where it
mainly refers to assemble significant information from varied sources. It is basically to find out
the anticipated findings of this research where the research questions will be hereby responded
through a relevant accumulation of data. Here exist two fundamental sources of data collection
as a mean of primary and secondary origins for aggregating the data. Primary sources of
collecting the data are mostly used for the very first time with no prior utilisation in any past

investigation (Research Instruments for Data Collection, 2014). However, secondary data on
another hand is usually being used in many investigations in terms of providing a base to the
entire study. Therefore, on relatively comparing both the methods, primary sources are referred
to be more effectual than the secondary collection of data.
The present research has opted to utilise both the sources where the primary collection of
data is supported by a framed set of questionnaire. This has made it possible to acknowledge the
effective R&S practices of Tesco for designating part-time workers and its overall impact on
their business growth. Furthermore, secondary data is backed up by the use of books and journals
to investigate the present topic where it has also utilised varied authentic means of online
research by referring to different articles regarding the topic. As a result to which, this research
can be effectively carried out via both these sources of data collection.
3.7 Sampling
Sampling is referred to be yet another pivotal method for attaining the defined aims and
objectives of the research. It basically regards to involve the total number of respondents from a
selected range of group to collect the requisite data from them. This section of data sampling is
considered to be another crucial measure of research methodology where it is also associated
with an adopted set of specimen size (Mackey and Gass, 2015). An appropriate credence of
specimen size is a crucial prospect for effectually carrying out the study with a referral mean
choosing from the two famed measures. Probabilistic and non probabilistic are the two main
methods of sampling that are commonly being used by a researcher. Both these methods are
however associated with a standard goal of developing the critically linked elements of the study
by achieving the subsets of conferred population. The probability technique of sampling are done
via distinct methods of simple, random, systematic and stratified, etc. It is where each unit of
population has an equivalent chance of getting selected. However, non probability sampling
method on another hand include certain contrary techniques of convenience and quota, etc., with
no prior chance of selecting all critical elements of the population.
The sampling technique of non probability has been opted to conduct the present research
with a purposive selection of respondents from the accessible set of population. It has referred to
around 5 managerial bodies of Tesco where each of them do not possess an equivalent chance of
being selected. Although, the random sampling method didn't represent a suitable technique of
sampling where the present study is not based upon an ergodic specimen of data. This requires a

proper and subtle distribution of the populated set where the selected technique of purposive
sampling method can vitally aid to acquire crucial set of information that can eventually lead to
address the anticipated findings of this research.
3.8 Data analysis
In this section, the collected set of data via primary sources are being analysed to
accomplish the stated aims and objectives of the research. It is thus referred to be another
important section of the study where an effective selection of technique assist in relevantly
responding to the research questions. There are two major techniques of data analysis that are
mostly used by the researcher and are profoundly known as qualitative and quantitative
evaluation of data. The qualitative data analysis is to measure non numeric data with distinct
formation of themes for acknowledging the response rendered by consulted number of
respondents (Neuman and Robson, 2012). Although, a quantitative measure is usually adopted to
analyse the numeric assemblage of data with analogous statistical tools for evaluating the
accumulated information.
The recent study have opted for a qualitative analysis of data with different formation of
themes to understand the gathered information from the consulted managers of Tesco. It was
with relation to determine the effectiveness of their R&S procedures in terms of hiring part-time
workers by together ascertaining its relative impact upon their business growth. However, a
prime reason behind not selecting quantitative analysis of data is mainly due to the non numeral
nature of gathered information which is uncertain to study the conferred topic of the research. As
a result to which, a qualitative analysis of data is referred to be an aided measure to acknowledge
the conferred responses of the managers in Tesco. This in turn will also assist in ensuring a vital
attainment of aims and objectives.
3.9 Reliability and validity
The factors of reliability and validity are referred to be the prominent consideration of a
researcher. With which, the conducted study should depict genuine findings and resultants made
by the investigator. Reliability with a prior sense of accomplishment is also helpful in obviating
any sort of inconsistent and dissimilar approach of the researcher in order to enhance the
efficient state of the conducted survey. It is therefore to improvise the level of efficiency in the
elected topic of the study with different alternatives to act into a requisite manner. It is basically
with a preceding cogitation of duly attaining the aims and objectives of the survey with some

profound selection of research data in it (Silverman, 2016). Another foremost element of validity
is to hereby correspond with the framed aims of the research where a relevant formulation of
directing the study largely supports the investigator in such targeted acquisition of goal.
These measures are however accomplished with some set number of actions that are
primarily needed to be performed by the researcher. These activities are mainly with depiction to
the sections of data anthology and analysis with a distinctive selection of methods in each one of
them. Thus, on relating it to the current designated topic of research where the investigator have
enforced all antecedent defined activities refers to a reliable and validated content of data.
Besides this, all related statistics of the investigation has been amassed from reliable sources
where in the secondary collection of data, the investigator have fully concentrated over the
articles that were published after the year 2012. Henceforth, the entire research hereby depicts a
reliable and valid state of study by the researcher.
3.10 Ethical consideration
It is referred to be yet another major solicitude of a researcher where a refined up-keeping
of ethics should be together considered by them at a foremost state of initiating the investigation.
It is a philosophical agenda that includes a systematised format of work which also propose the
abstracted means of right and wrong. Every survey has a significant consideration of ethics
where they directly acts as a supportive mean of obtaining the applicable findings of the
research. This is to fundamentally showcase a fruitful outcome of the study where presently the
investigator have opted for a set respondent of 5 HR managers in Tesco (Smith, 2015).
With respect to it, a pivotal assimilation of data has been depicted by the researcher
where the amassed information have been placed at a secured orientation that cannot be accessed
by any non absolute party. Furthermore, their exists varied ethical issues to an investigator in
terms of handling respondents in an accurate manner. This is mainly when the respondent bodies
does not tend to render the requisite number of information to the researcher with a fright of its
dispersion to third parties. However, some beforehand actions are needed to be implemented by
the investigator in order to correctively deal with such reluctant issues where they can easily face
and vie these ethical affairs for directing the surveys in an apparent manner.
3.11 Research limitations
This section is to define certain constricted projections of the study hat often limits the
researcher which in turn acts as an influential mean that directly impacts upon the overall survey.

It is thence important for the investigator to primarily discover such restricted factors in order to
avoid any sort of barricaded implication in the mid of the survey. However, such limitations has
numerous representations where a foremost enact is a reliable assemblage of data by the
investigator (Taylor, Bogdan and DeVault, 2015). By relating it to the present study, the
researcher is hereby required to individually approach the respondent bodies of Tesco in order to
gather relevant information from them. This is often referred to be a time consuming process that
specifies a primary hurdle of conducting the study.
It is mainly with a due consideration of timely achieving the framed goals and objectives
of the investigation which is certainly hampered with such obstructive elements. A vital
expenditure of funds is depicted to be yet another major impediment factor of directing the
research. It is where he considerable cost is usually enhanced where the researcher is required to
go and impersonally meet the respondents. It is hence represented to be a non flexible factor that
cannot be compromised for a punctual acquisition of aims and objectives. However, these are
stated to be some leading elements of limitation that are directly linked with an investigation.
The researcher in such case is thoroughly liable to make a primary detection of such
consequences and accordingly direct the survey with some pre-organized set of corrective
measures.

CHAPTER 4: DATA ANALYSIS AND FINDINGS
4.1 Introduction
The following chapter is relating to data analysis, discussion and outcomes. It is one of
the most important sections of dissertation that helps the researcher to present the gather
information in front of the other readers in most effective manner. The present investigation is
based to analyze the impact of recruitment and selection of part time workers on growth of
business of Tesco PLC in UK. To achieve the objectives and answering the research questions,
the researcher has been prepared a structured questionnaire in order to collect primary
information from the decided sample population. To assess the gather information, the scholar
has been used thematic framework.
4.2 Thematic analysis
Theme 1: HR managers are working from last 2-4 years in the Tesco organization.
Since how many years have you been working as a HR manager within
Tesco organization?
No of respondents
0-2 years 1
2-4 years 3
4-6 years 1
More than 6 years 0
Result: From the above table, it has been identified that 3 of the respondents of the survey said
that they are working in the Tesco PLC from last 2 to 4 years. On the other hand, 1 respondent
was voting in the favour of 4 to 6 years of working in the cited organization and rest has gained
experienced of 0 to 2 years. Therefore, the maximum numbers of respondents are working from
last 2 to 4 years in Tesco PLC, UK.

Analysis and discussion: From the above determined outcome, it has been analyzed that HR
managers are working in the Tesco PLC from last 2 to 4 years. It has long time for them to work
there and because of this, they knows very well recruitment and selection process, HR policies
etc of the cited company. They have helped the organization at the time of hiring of new staff,
preparing job description and job specifications etc. The reason of staying HR managers from
long time in Tesco PLC is high growth opportunities of career in human resource area.
Theme 2: Tesco PLC has promoted the part time working concept at the workplace.
Does Tesco have promoted the part time working concept within the
workplace?
No of respondents
Yes, always 3
No, not always 0
Sometime 2
Results: On asking the HR managers of Tesco PLC that whether the organization has promoted
part time working concept in the workplace, varied responses were obtained. In this context, 3
respondents have said that company has always supported part time approach in the business.
While 2 responders have stated that sometimes, firm has adapted part time working concept at
the workplace.

Analysis and discussion: From the gather information, it has analyzed by the researcher, the
Tesco PLC has always encouraged the part time working in the working area. It has shown that
firm has aware about part time working concept and time to time take into the practices for
various reasons. Along with this, organization has understood the importance and meaning of the
following approach. Therefore, it can be said that Tesco PLC has effectively promoted the
framework of part time working at the workplace.
Theme 3: Tesco PLC has followed term time work as a part time working approach within the
workplace.
Which type of part time working concept followed by Tesco at the
workplace?
No of respondents
Job share 1
Term time work 2
Evening or weekend work 1
Casual work 1
Results and analysis: In order to achieve the objective of to identify the concept of part time
working in the retail industry, the researcher has included it into the questionnaire. With this
respect, the scholar has asked a question related type of part time working concept adopted by
Tesco PLC at the workplace. From the collected information, it has found that 2 respondents
have voted in the respect of term time work while 1 responder was choosing job share option.
The rests have selected another alternative as per their opinion and understanding.

Analysis and discussion: From the above collected data regarding the research question, it has
analyzed that term time work concept has adopted by the Tesco PLC. In this approach, worker
comes under the contract to work a particular number of weeks per month or year either a full
time or part time basis. The non working time is scheduled at regular and planned period which
are accounted for by a combination of annual leave and unpaid leave. On the other hand, in job
share, a full time job is divided into two parts time jobs. From this, it has found that Tesco PLC
has aware about different types of part time working concepts and use term time method to hire
part time staff. Hence, this assessment has helped the investigator to achieve investigation
objective.
Theme 4: College career centres and writing a job ads are the major sources that currently
used by the Tesco to recruit and select part time employees.
Which one of the sources has used by the Tesco to hire part time
employees?
No of respondents
Referrals 1
Outline resources such as LinkedIn, Craigslist etc 0
College career centres 2
Job fairs and events 0
Writing a job ads 2
Result: The above table has related to the sources from where Tesco PLC has hired part time
workers. From the collected information by primary source, it has found that 4 respondents have
selected college career centres and writing job ads as major resources to recruit and select the

part time employees. On the other hand, 1 responder has chosen referrals to hire temporary staff
for some time.
Analysis and discussion: From the outcomes, it can be assessed that majority of respondents
have selected college career centres and job ads as main sources of recruiting and selection of
part time staff by Tesco PLC. From college career centres, organization has hired the students for
hourly jobs who want to take either industry experience or needed money to continue their
educations. While, cited firm has given job advertisements on various media such as company
official websites, internet, social media, job portals etc. So, there are the major areas from where
Tesco PLC has recruited and selected part time workers for the workplace.
Theme 5: Tesco has excellent affirmative action’s which clarify and supported the recruitment
and selection process of part time workers.
How well are the Tesco affirmative action’s clarify and supported the
recruitment and selection process of part time workers?
No of respondents
Poor 0
Adequate 1
Excellent 4
Results: To get the answer of research question and achieve the research objective related to
concept of part time working in retail organizations such as Tesco PLC, researcher has asked a
question related to level of affirmative action that clarify and supported the recruitment and

selection process of part time workers. On the basis of gather data from primary source, it has
found that 4 respondents have selected excellent option in the support of enlisted question.
While, 1 responder has stated that Tesco has adequate affirmative action which clarify and
supported the hiring procedure of part time workers.
Analysis and discussion: By analysing the collected data with the respect of asked question, it
has determined that Tesco has effectively and highly clarify the actions regarding the selection
and recruitment of part time workers within the workplace. The reason is company has clearly
defined the steps of hiring of temporary employees. Along with this, the cited firm has supported
the following framework at the working area due to several reasons.
Theme 6: HR team of Tesco has acted as a consultant to enhance the quality of the part time
applicant online pre screening process.
Does the HR team of the Tesco act as a consultant to enhance the quality
of the part time applicant online pre screening process?
No of respondents
Yes, always 4
No, not always 0
Sometime 1
Results: In order to determine the importance of part time working approach within the retail
organizations such as Tesco PLC etc, the researcher has included a question in the questionnaire.
The scholar wants to determine that HR team of the cited firm is giving right suggestion to the

company at the time of selection of part time workers or not. In this context, 4 respondents were
saying that they are always acting as a consultant for Tesco in order to enhance the quality of the
part time applicant pre screening process. On the other hand, 1 responder was stating that the HR
team of the cited firm has sometime given consultancy to improve the quality of the part time
worker selection process. So, from this analysis, it has been proven that HR of Tesco has played
an important role in enhancing the quality of part time candidate pre screening process.
Analysis and discussion: On the basis of collected data, it has been analyzed that the HR team
of Tesco has given the right consultancy with the aim of screening process of part time workers
during hiring process. The reason of doing this, it becomes easy for the firm to appoint the right
personnel for the right position. By online pre-screening questions, organization has able to filter
unqualified job seekers and short list of the most qualified candidates. With the help of this,
hiring managers saves 30% to 50% of their time at the time of selection of part time workers.
Along with this, online pre screening procedures reduce a potentially large candidate pool to a
more manageable number that can then be moved through a more rigorous assessment phase. So,
the entire HR team of the Tesco PLC has always acted as a consultant to enhance the quality of
the part time candidate online pre screening process.
Theme 7: There are several factors that influence Tesco to hire part time workers.

According to you, which one of the most essential factor that influence the
Tesco to hire part time workers?
No of respondents
As an alternative to layoffs 0
To reduce the workload during a busy season 1
To perform a specific special task that does not require full time hours 1
Disability of a full time worker 1
All of the above 2
Result: As per the objective of the present investigation, the researcher wants to determine those
factors which influence Tesco to hire part time workers. To achieve this, the scholar has included
this into the questionnaire. From the collected data, it has found that 3 respondents have selected
different options according to their opinion and understanding. These choices have to reduce the
workload during a bust season, to perform a specific special task that does not need full time
hours and due to disability of a full time worker. On the other hand, 2 responders have picked all
of the above alternative as a essential factor that influence the cited organization to recruit and
selection of part time employees at the workplace.
Analysis and discussion: From the gathered data of different respondents, the researcher has
been analyzed that there are several reason which persuade Tesco to hire part time employees for
the organization. In this context, layoff is one of the aspects to appoint temporary staff by a

company. It is short-term suspension or permanent termination of employment of an employee or
a group of employees for business reasons. While In heavy workload season, Tesco has hired
part time employees. In this situation, without having any extra workforce, it has difficult for the
firm to manage the additional works in effective manner. On the other hand, sometimes there is a
work in the firm where there is a no need of full time hour workers. In this case, the cited
organization has appointed temporary staff to complete those activities. Apart from this, at the
performing the duties at the workplace, sometimes employees have injured due to careless
working or facing some kind of diseases. So, here the cited organization has taken decision to
appoint part time workers at the workplace to carry out the business operation in suitable
manner. Therefore, from the above assessment, it has clear that there are several factors which
influence Tesco to select and recruit part time employees in order to grow the business
performance in more effective manner.
Theme 8: Hiring part time workers have delivered various benefits to the business of Tesco in
terms of increase business performance.
Which one is the most important benefit that get by Tesco after hiring part
time workers?
No of respondents
Handle extra workload 1
Less overhead cost 1
Respond to change and peaks of demands 1
Make business more agile 1
All of the above 1
Results: To carry out an investigation on analyse the impact of effective recruitment and
selection of part time workers on Tesco business growth, the researcher had developed an
objective related to benefits of hiring of temporary staff for the organization. To achieve that
research objective, the investigator has included that into the questionnaire. In this respect, all
respondents have voted in the favour various options in equal manner according to their
knowledge and opinion.

Analysis and discussion: From the collected information, the researcher has analyzed that there
are several benefits derive from hiring part time workers to Tesco. By employing part time and
flexible staff can be a great way of facilitating the business and to make it more agile. It assists
the company to responds to and manages changes in peak demand. On the other side, to handle
the extra work load in a busy season is also an advantage of recruiting and selection of part time
staff by the cited organization. With the help of this concept, Tesco has managed his extra work
in easier manner and reduced the overtime issues of full time workers. Beside this, appointing
temporary workers within the workplace of cited firm has helped to keep costs down in areas
where business do not yet need full time cover. Enterprise is moving from fill time employment
to part time employment and it requires more attention its various aspects. For example, if a
particular department of Tesco requires help every once in a while then it is better to hire a part
time employee rather than employ someone on a full time basis. So, this strategy will save both
money and time of the cited organization. Rather than this, by recruiting and selection of part
time employees for the business, Tesco has easily responded towards changes and peaks of
demands in the market. By doing this, company has fulfilled all expectations of his target
customers in busy season. Therefore it can be said that the cited retail organization has got many
kinds of benefits by hiring part time employees at the workplace in which helps in growing the
business of Tesco in effective way.

Theme 9: Inconsistent productivity and lack of loyalty are the main drawbacks for Tesco by
recruiting and selecting part time workers.
What is the major drawback of recruiting and selecting part time workers
for Tesco?
No of respondents
Spend more time in supervising 1
Lack of loyalty 2
Inconsistent productivity 2
Fear of leaking of confidential data 0
Results: To achieve the objective of to assess the drawbacks from appointing part time workers
for Tesco, the researcher has enlisted in into the questionnaire. In this context, 2 respondents
have selected inconsistent productivity as an option. While, the 2 responders have voted in the
favour of lack of loyalty as major disadvantage of hiring part time employees for the workplace.
Analysis and discussion: From the analysis of above data, it has found that the major drawbacks
of employ temporary staff for Tesco PLC: inconsistent productivity and lack of loyalty of the
employees. At the workplace, part time workers are on site as often as full time staff. These types
of workforce might take longer time to get used to cited firm culture or become familiar with the
programs used regularly. It may increase training time to train part time employees and the result

of this; it leads to decrease productivity of entire operation. In addition to this, lack of loyalty is
one of the main limitation or disadvantage of appointing part time employees within the
workplace that can be faced by Tesco. It is impossible to expect loyalty from someone who may
be juggling spend less time interacting with others in the company. Such kind of persons may
easily leave one organization and join another one. This thing may create a high turnover
problem for the business of cited company because it has hired a lot of part time workers due to
many reasons. Temporary employees usually have showed less commitment because they spend
less time in a single company and easily switch to another one because of lack of full time
income benefits. Therefore, from the above discussion, the researcher has found that inconsistent
productivity and lack of loyalty are major drawbacks that are being faced by Tesco after
recruiting and selecting part time employees for various reasons.
Theme 10: Most of the HR managers of Tesco have agreed that part time workers have got the
same treatment as the full time employees receive in the organization.
Part time workers have got the same treatment as the full time workers get
in Tesco.
No of respondents
Strongly agree 3
Agree 2
Neutral 0
Disagree 0
Strongly disagree 0
Result: From the above table, it has found that 3 respondents have strongly agreed that part time
staff members have got the equal treatment as the full time employees receives from Tesco. In
addition to this, 2 responders have voted in the favour of agree alternative as per their opinions.

Analysis and discussion: By analysing the collected information from the respondents of Tesco,
it has been found that majority of responders have strongly agreed that part time employees
should get similar benefits as the full time staff of organization receive. There are some
situations when an employer does not have to treat temporary workers in the same way as full
time staff. This thing has created dissatisfaction level in part time employees and de-motivates
them. Due to this reason, they start to switch to the other firms for better benefits. But in the case
of Tesco, company has equally treated all employees either they are full time or part time
workers. Therefore, it has found that cited organization has treated equally its part time staff
members similarly as its permanent employees at the workplace.
Theme 11: Part time workers have received various kinds of benefits by Tesco.
Which kind of benefits give by the Tesco to its part time workers? No of respondents
Receive the same pay rates 1
Pension benefits 0
Holidays 1
Promotion and transfer 0
Opportunities for career break 0
All of the above 3

Result: From the above enlisted table, it has demonstrated that part time workers have received
different kinds of benefits from Tesco side. In this context, majority of the respondents have
selected all of the above option in terms of advantage for part time workers from the cited
organizations side. On the other hand, rests of the responders have chosen other alternatives.
Analysis and discussion: On the basis of collected data, the researcher has analyzed that there
are several types of benefits receive by part time employees from Tesco. As per the UK
government, there are some rights of part time workers that should be delivered by an employer
to its temporary staff members. In terms of pay rates, part time employees should get some pay
rates such as sick pay, maternity, paternity and adoption leave and pay. Along with this, they
should also get the opportunities of career development and pension benefits from the employer
sides. Further, they should also get the chance of promotion and transfers as career breaks in the
organization. These all rights are protecting by Tesco PLC to it part time workers at the
workplace. Hence, it can be said that temporary staff members have received various types of
benefits from the cited company.
Theme 12: Tesco has sometimes provided the wages to the part time workers as per their
expectation.
Does wages are provided to part time workers are per their expectations? No of respondents
Yes, most of the time 0

No, not always 1
Sometimes 4
Results: From the above table, the response of 4 respondents have stated that sometimes Tesco
has able to meet the expectations of part time workers related to the wages rate. While, other
responders have stated that company has never gave the wages to part time employees as their
expectations.
Analysis and discussion: As per assessment of collected data from primary source, the
researcher has been found that most sometimes, Tesco has provided wages to part time workers
as per their expectations. Management has not focused over the huge hiring of part time
employees at the workplace. With the aim of cost cutting on appoint full time staff members
always, company has hired temporary employees. So, this is the only reason that Tesco has
sometimes able to meet the expectations of part time employees related to the wages.
Theme 13: Hiring of part time workers leads to slow down productivity of business.
Hiring of part time workers leads to slow productivity of business? No of respondents
Strongly agree 2
Agree 2
Neutral 0
Disagree 1

Strongly disagree 0
Results: From the collected primary data, it has found by the researcher that 2-2 respondents
have strongly agree and agree that part time workers have slow down productivity of business.
While, 1 responder has disagree that recruiting part time employees have never made impact in
business productivity.
Analysis and discussion: The above result has been analyzed by the researcher and it has found
that hiring part time employees have reduced the productivity of the business of Tesco. From the
literature review analysis, the scholar has determined that temporary staff has lack of
commitment as compare to fill time employees. They have spent less time at the workplace and
it has easy to leave organization because of getting more good income and benefits in other
companies. So, quick switch from one firm to another has decreased the productivity of Tesco
business.
Theme 14: There is no use of providing training and development to part time employee.
There is no such use of providing training and development to part time
workers?
No of respondents
Strongly agree 2
Agree 2
Neutral 0
Disagree 1

Strongly disagree 0
Result: The above mention table has related to know about whether providing training and
development events to the part time employees are significant or not. On the basis of the
collected primary information, it has found that 2-2 respondents have agreed that there is a no
use of providing training and development to part time workers. While 1 responder has disagreed
with the given questionnaire statement.
Analysis and discussion: On the basis of results, it has been determined by the researcher that
HR manager of Tesco has agree that there is a no significance of giving training and
development to the part time employees. The reason behind this is every time; a temp starts a
new work assignment. By working in many organizations, they have learned various skills and
knowledge at the workplace. So, there is a no need of investing time and money on giving
training to the part time workers.

CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
The aim of the present dissertation is to evaluate the impact of recruitment and selection
of part time workers on business growth of Tesco. Recruitment and selection in any organization
is a serious business as the success of any company in delivery of services and goods to the
customer highly depends on the quality of its employees. From the investigation, it can be
concluded that Tesco has hired part time staff for its business operations. These have played an
important role in the success and ensure the growth of the organization. From the last few years,
hiring of part time employees in the entities have increased. This type of employment has
become an important and growing component of the labour market. To perform different kinds
of special works which requires particular skills or no need of full time workers, companies have
hired part time employees.
The first objective of the dissertation was “to determine the concept of part time
employees in Tesco to compel the dynamic attributes of business”. The result obtains from the
primary data analysis, it has been determined that part time workers have workers less than a 40
hour work week. The concept of temporary employees has varied from organization to
organization. Many of the companies have differentiate full time and part time workforce on the
basis of eligibility for benefits such as health insurance, paid time off, sick leaves, paid vacation
days etc. Along with this, the outcome of first hand gather information shows that Tesco has
hired part time employees to cut down their costs of labour. They have saved sustainability by
not offering them benefits. Although the cited firm has promoted the part time workers concept
at the working area because there are many works in the business where there is a no need of full
time staff all the time. Along with this, the concept which has followed by Tesco at the time of
appointing temporary employees is to have an opportunity to try an employee out before commit
to hiring him full time on various aspects such as culture fit, ability to lean and contribute, job fit,
skill fit etc. On the other hand, discussion of the data analysis of primary data states that term
time work concept has adopted by Tesco as a part time working approach within the workplace.
Under this approach, temporary workers come under the contract to work a particular number of
weeks per month or year. The non working time is scheduling at regular and planned period
which accounted for a combination of unpaid leave and annual leave. Therefore, the extract of

primary data analysis demonstrates that Tesco has implied part time employees in the
organization to compel the dynamic attributes of business.
The second objective of the investigation was “to assess the benefits and drawbacks that
associated with the designation of part time workers at the workplace of Tesco”. On the basis of
the assessment of the collected primary information, it can be concluded that there are various
advantages of hiring of part time employees to the cited company. In this context, first benefit
has handled extra workload. In the situation of peak seasons of extra workload, company has
appointed temporary staff members to manage the additional work in the right way. On the other
hand, another assistance of using the concept of part time workers in the organization is less
overhead cost. As per the UK government rules, entities should provide the medical coverage to
the part time employees but not to those staff who are doing part time jobs in the companies.
This thing has minimized the overhead costing of Tesco because many of the times, firm has
used the temporary employees at the workplace such as handle extra workload, to perform some
special work where there is a no need of full time workforce etc. So, this saves additional costs
of the cited organization. While, other benefit of hiring part time employees for workplace to
Tesco has to respond to change and peaks of demand. For example, company can use more
workers at peak time and extend business operating hours by using temporary work force in the
evening or at weekends. So, by recruiting and selection of part time employees, the cited
enterprise can easily responds towards the high demand situations. Along with this, part time
staff makes the business of Tesco more agile. These have helped the company in high peak
demand situation or meet the urgent requirements of the clients. Therefore, from the above
discussion, it has been concluded that there are four kinds of benefits get to the cited
organization after appointing part time employees at the workplace. But on the other hand, there
are some disadvantages that can be faced by Tesco after recruiting and selecting temporary staff.
From the primary data analysis, it has been summarized that after hiring part time employees,
management needs more time to supervise the new staff members. In addition to this, part time
workers have showed lack of loyalty to a particular company because they have worked at
workplace either for few hours, days or weeks. Apart from this, part time employees would not
be on site as often full times staff members. It has taken them longer time to get used to Tesco
culture or become familiar with working practices. So, it can be said that there are various kinds
of drawbacks face by the cited firm after recruiting and selection of part time workers for the

workplace. Hence, on the basis of the following above stated conclusion, it can be said that there
are several benefits and drawbacks that are associated with the designation of part-time workers
at the workplace of Tesco which has been achieved by the researcher from primary information
analysis.
The third objective was “understand the influential factors for hiring part time workers on
business performance of Tesco”. By considering the conducted data analysis, it has been
summarized by the researcher that there are some factors which highly influence the organization
to appoint part time workers. In this context, first influencing elements have minimized workload
during a busy season. In this situation, company needs some extra employees who can help the
firm in the peak seasons and manage the work according to it. Along with this, there are some
works or activities in Tesco where the requirement of full time employees have less and only
completed by the part time staff members. So, this is also a reason which highly influences the
cited organization to hire part time workers. On the other hand, if a full time employee gets
injured or disable in an accident then Tesco need to appoint part time workers at the workplace
to complete the assign work on the time. Therefore, the above summarization defines that there
are some essential factors that influence the organization to recruit and select part time
employees.
In the nutshell, the overall conclusion of following dissertation is Tesco has adopted part
time work culture at the workplace and know that how these people are important for the
organization growth. Along with this, there are some factors which influenced the cited firm to
recruit and select temporary employees. In addition to this, there are several benefits and
drawbacks of appointment of part time staff for the Tesco.
5.2 Recommendations
From the data analysis, it has been determined that Tesco has preferred to hire part time
employees for the workplace in various situations. But still, company has faced issues related to
appoint temporary staff. In this con text, to deal with this problem, there are some
recommendations for the organization by which the cited firm can improve the practices of
hiring part time workers in order to grow the business and these are as follows:
 From the referral process, Tesco can hire part time employees and grow the business in
the effective manner. A new employees needs to be part of the long term corporate
strategy. In this context, HR manager of the company should clearly plot the job

descriptions for the temporary employees along with this clear cut guideline. In addition
to this, it should be important to assign a title position for the vacant position. So, to make
the basics of a solid job description including title will make the job duties for the
temporary employees more specific and effective.
 As per the research it has found that a poor hiring process has the reason of selecting the
wrong candidates. In the case of Tesco, the organization should bring the changes in
recruitment and selection process of part time employees. For example, by making
improvements in pre-screening producer, HR manager can hire part time employees in
most effective way. Along with this, by listening to the responses to the applicants, the
responsible person of recruitment and selection can judge attitude and behaviour of
applicants during the interview process. For instance, if Tesco goes for appoint a
temporary person for technical position then it will be needed to check whether the
applicant possessed the necessary skills but also to test them to it. So, by making changes
in steps of interview process, Tesco can potentiality indulges into the practice of hiring
part-time workers in order to grow their business.
 Most of the part time employees want to work for those companies that keep up with the
latest tech trends. From the survey of MIT and Deloitte, it has determined that the vast
majority of the workers who are between the ages of 22 to 60 want to work for digitally
enabled organizations. In this context, it can be said that Tesco should make sure that its
career site is mobile friendly because 30% UK adults have used their smartphones in
some way for their part job search such as browsing job listings, filling out online job
applications and creating a resume or cover letter.
 Tesco should give importance to the soft skills because it is the most important factor in
whether a candidate is a good fit for a particular role. For example, with the help of social
intelligence, it becomes easy to judge a candidate to navigate social situations and work
well with others. So, the HR manager of the cited organization should focus over the
some soft skills of the part time employees such as interpersonal skills, communication
skills, thought processes and emotional intelligence.
 From the research, it has determined that 46% of part time employees read company
reviews before even speak to a recruiter or hiring manager. The top candidates may even
not apply in those organizations which are having a good reputation in the marketplace. It

can be said that there are two actions that can draw the attention of the part time workers
includes being active on review websites and posting accurate information. So, Tesco
should keep an eye on reviews which are posting by the old part time employees on the
social media or other review websites. If the company gets the lot of negative review
from former employees then it may be time to work on organization culture. Therefore,
Tesco should try to look at the reviews of previous part time workers on various sources
and create a good image in the marketplace.
 Tesco should select where it wants to post the job carefully for the part time workers.
Company should choose those sources from where more and more people can see the job
vacancies easily and apply for the mention job position. In the present time, organization
has posted hiring information in the outlets where many of the customers come and can
take look for posting information. By making some changes in this process, Tesco should
select smaller niche job boards that specialize in industry-specific job listings or websites
that relate to part-time job listings like FlexJobs. Such kinds of sites cater for those
employees who are looking towards the part time jobs in Tesco.
So, with the help of above stated various recommendations, Tesco can make the
improvement in the hiring practices of part time employees. Along with this, it will improve the
quality of hiring process of temporary staff at the workplace for various reasons.

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APPENDIX
Questionnaire
Demographic information
Name: _________
Gender: _________
Age: _____________
1. Since how many years have you been working as a HR manager within Tesco
organization?
 0-2 years
 2-4 years
 4-6 years
 More than 6 years
2. Does Tesco have promoted the part time working concept within the workplace?
 Yes, always
 No, not always
 Sometime
3. Which type of part time working concept followed by Tesco at the workplace?
 Job share
 Term time work
 Evening or weekend work
 Casual work
4. Which one of the sources has used by the Tesco to hire part time employees?
 Referrals
 Outline resources such as LinkedIn, Craigslist etc
 College career centres
 Job fairs and events
 Writing a job ads
5. How well are the Tesco affirmative action’s clarify and supported the recruitment and
selection process of part time workers?
 Poor
 Adequate

 Excellent
6. Does the HR team of the Tesco act as a consultant to enhance the quality of the part time
applicant pre screening process?
 Yes, always
 No, not always
 Sometime
7. According to you, which one of the most essential factor that influence the Tesco to hire
part time workers?
 As an alternative to layoffs
 To reduce the workload during a busy season
 To perform a specific special task that does not require full time hours
 Disability of a full time worker
8. Which one is the most important benefit that get by Tesco after hiring part time workers?
 Handle extra workload
 Less overhead cost
 Respond to change and peaks of demands
 Make business more agile
 All above
9. What is the major drawback of recruiting and selecting part time workers for Tesco?
 Spend more time in supervising
 Lack of loyalty
 Inconsistent productivity
 Fear of leaking of confidential data
10. Part time workers should get the same treatment as the full time workers get in Tesco?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
11. Which kind of benefits give by the Tesco to its part time workers?
 Receive the same pay rates

 Pension benefits
 Holidays
 Promotion and transfer
 Opportunities for career break
 All of the above
12. Does wages are provided to part time workers are per their expectations?
 Yes
 No
 Sometimes
13. Hiring of part time workers leads to slow productivity of business?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
14. There is no such use of providing training and development to part time workers?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
15. Please suggest your important views by which Tesco potentiality can indulge into the
practice of hiring part-time workers in order to grow their business.
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