Tesco Plc: Analysis of Recruitment Program and Business Strategy

This report provides an analysis of Tesco Plc's recruitment program, highlighting its importance in achieving business growth. It examines the company's strategy, which focuses on sustainable, long-term growth, and the role of recruitment in identifying needs, reducing costs, and fostering employee loyalty. The report emphasizes the significance of leadership in the recruitment process, including negotiation skills and stakeholder identification. Additionally, it references various studies and research papers that support the concepts discussed, offering a comprehensive overview of recruitment practices and their impact on organizational success. The report also provides a detailed look at the roles of the leadership and the importance of the recruitment process in the company's success.

Task 1
Programme Leadership

HR Recruitment program by
Tesco Plc
• Tesco Plc, is a Uk retail stores which give the
employment opportunity of 50000 people in
world wide.
• Tesco is operating in 12 countries with
having 6780 stores.

Business Strategy
• Strategy is focused at Wood and Mc Carthy
postulate
• Creating a sustainable, l;ong-term growth
• Focused on expanding there recruitment
process

Role of Recruitment project
to deilver the business
growth
• Recruitment help to identify the need
• Cost is an effective reason
• Recruitment create loyalty and productivity
• It help to solve the legal issue

Establishing a programme
(Role of various
shareholders)
• Leader: Leader is a person who lead the
program. They can perform various role:
• They perform the negotiation skill
• They identify the shareholder
• Defining the project objectives

References
• Rycroft-Malone, J., Wilkinson, J., Burton, C. R., Harvey, G., McCormack, B., Graham, I. and Staniszewska, S., 2013.
Collaborative action around implementation in Collaborations for Leadership in Applied Health Research and Care:
towards a programme theory. Journal of health services research & policy, 18(3_suppl), pp.13-26.
• Kwamie, A., van Dijk, H. and Agyepong, I.A., 2014. Advancing the application of systems thinking in health: realist
evaluation of the Leadership Development Programme for district manager decision-making in Ghana. Health Research
Policy and Systems, 12(1), p.29.
• Moorosi, P., 2014. Constructing a leader’s identity through a leadership development programme: An intersectional
analysis. Educational Management Administration & Leadership, 42(6), pp.792-807.
• MacPhee, M., Dahinten, V.S., Hejazi, S., Laschinger, H., Kazanjian, A., McCutcheon, A., Skelton‐Green, J. and O'Brien‐
Pallas, L., 2014. Testing the effects of an empowerment‐based leadership development programme: part 1–leader
outcomes. Journal of nursing management, 22(1), pp.4-15.
• Dahinten, V.S., MacPhee, M., Hejazi, S., Laschinger, H., Kazanjian, M., McCutcheon, A., Skelton‐Green, J. and O'Brien‐
Pallas, L., 2014. Testing the effects of an empowerment‐based leadership development programme: part 2–staff
outcomes. Journal of nursing management, 22(1), pp.16-28.

Thank you