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