HR Report: Tesco's Recruitment, Training, and Motivation Strategies

This individual report provides a comprehensive overview of Tesco's human resource management (HRM) practices. It begins by examining the recruitment and selection procedures followed by Tesco, including internal and external recruitment methods and the use of job advertisements. The report then delves into the importance of induction and training programs for new employees, highlighting their role in employee integration and skill development. Furthermore, it analyzes the motivational theories applied by Tesco to manage employee performance, focusing on Skinner's reinforcement theory and Maslow's hierarchy of needs. The report also identifies factors influencing individual behavior and elements that contribute to effective teamwork within the company. The report concludes with a summary of key findings and recommendations for improving Tesco's HRM strategies.

INDIVIDUAL REPORT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Selection and recruitment procedure followed by TESCO and Job advertisement
documentation..............................................................................................................................3
TASK 2............................................................................................................................................7
Importance of induction and training programmes for Tesco.....................................................7
TASK 3 ...........................................................................................................................................9
Motivational theories applied in TESCO for managing performance of employee....................9
TASK 4..........................................................................................................................................12
Factors which effect individual behaviour and elements which enable effective company and
its team work..............................................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Individual report provide basic information to the people, customers and employees.
Human resource management is basic and strategic approach to the effective management of
people in a company or organization (John and Taylor, 2016). They help their business gain a
competitive advantage. Human resource manager is person who manage people in the
organization in effective manner. The present report will be based on “Tesco”. It is the one
leading multinational retail company in United Kingdom. The report lays emphasis on
importance of recruitment and selection process and prepare by job advertisement for human
resource manager. The report will highlight the importance of induction and training program.
This will include by motivation theory for managing employee performance in company. Report
will also identify the factors which influence an individual behaviour and supported with
relevant theories or model.
TASK 1
Selection and recruitment procedure followed by TESCO and Job advertisement documentation
Company overview-
TESCO is one of the leading British multinational groceries provider and general
merchandise retailer in UK. With the help of effective team members, they run its business
successfully and build strong image in marketplace. Firm run their different kinds of stores like
Superstore, Extra, Metro and express (Patent, 2015). It also operates business in 12 nations
outside UK including Japan, China and Turkey in which they required to hire skilled people.
They hire and recruit talented peoples who will be able to contribute for achieving business
objectives and goals. It follows different types of recruitment and selection process which is
beneficial for them as to hire talented applicant.
TESCO Recruitment procedure-
Internal recruitment- Recruitment includes attracting accurate standards of candidates
to apply for vacancies, organization specially look at internal talent recruitment to fill the HR
manager vacancy. Internal recruitment is one of the best process which allows them to lists out
existing workers who want to move forwards and then firm uses Promotion as a internal
recruitment technique.
External recruitment procedure - In simple words, it is an assessment of available pool
of job applicants, other than current staff, to see if there is any qualified or sufficiently skilled to

perform and fill existing job vacancies. This is the procedure of searching outside of current
worker pool to fill open vacancies or position in company. TESCO also follow external
recruitment process in which they advertise post via its own websites or through vacancy boards
in its stores. Thus, according to recruitment procedure, organization follow all the stages like
planning for recruitment, strategy development related to recruitment, searching the best and
talented people, screening and at last control and evaluation of qualified applicants.
Selection process followed by TESCO-
It includes choosing most suitable candidates from those that apply for the job position,
whilst keeping to employment regulations and laws (Das and Ahmed, 2014). Screening
applicants is very essential part of selection process, it assures that those selected for interview
has the best match with job requirements. TESCO follow screening procedure, company
selectors look carefully at each candidate’s curriculum vitae because CV summarized people job
history and education. Positive and well written CV helps organization to assess whether the
applicants fit person specification for HR manager job, firm provide a job type match tool on its
career web page. After successful screening they invited candidates for interview in which they
asked some question and invite them to attend assessment centre.
Job advertisement documentation-
Job advertisement is the electronic or print notification of intent to recruit or hire
someone to perform particular work in position at organization as HR manager (Recruitment and
selection at Tesco, 2018). Employer within in TESCO use the job advertisement to request
candidates from targeted or public applicants.

Job description-
It is an internal document that define clearly important job requirement, job
responsibilities, job duties and skills needed to perform Human resource role.
Job Description
Job title- HR Manager
Report to- Director of HR
Job overview-
Provides advice to employees and supervisors as related to HR procedures and policies and
worker’s benefits. Person should be able to manage recruitment and selection programs from
strategic planning to implementation. Ability to overseas employee’s compensation and benefits
system.
Duties and Responsibilities-
 HR manager is responsible for managing all procedures, programs and policies related
to HR of division.
 HR manager must report to director of HR concerning personnel policies, employment,
employee records, EED; management development, medical, quality circle program and
Illustration 1: Job advertisement
(Source: Job advertisement for HR Manager, 2018)

training certifications.
 Human resource manager in company is accountable for providing training to their
workers in all aspects of business.
 HR manager duty is to report directly to President and have indirect reporting
connections to Director of HR at TESCO.
 Must be able to Manage HR related issues or problems as indicated in staff handbooks.
Qualifications-
 Bachelor's degree level
 Knowledge of computer systems
 At least 2 years work experience in retail services industry
 Strong human relations skills
 Strong interpersonal abilities
 Must have strong service orientation
 Degree in any professional and discipline qualification in HRM
Person specification-
Person specification for Human resource manager
Qualification and training-
 HR manager must have Bachelor's degree as well as master degrees.
 Have the ability to provide training and make planning in context of development and
training session.
Experience-
 At least 2 to 3 years experience.
Skills and knowledge-
 Communication skills
 Decision making skills
 Motivational skills
 Must have Budgeting skills
 HR manager have the knowledge in employment compensation, law and organizational

planning.
Qualities-
 Sympathetic attitude
 Quick decisions
 Good communication skills
TASK 2
Importance of induction and training programmes for Tesco.
Induction is the process of inducting new employee to the company processes and
culture. Training is the organized activity which has aimed to impart information and guidance to
improve employee’s performance. Meanwhile, induction training provides by employer to new
employee with this expectation to assist adjustment in new task and roles. Induction training is
considered to be very important for Tesco (Noe and et.al., 2017). Importance of induction and
training programmes are as follows:
Induction:
 Induction is important because it develops a good impression on new employee about the
Tesco.
 This will give chance of rising loyalty towards Tesco and also help to decrease labour
turnover rate Because with the help of induction employees are known about all the
regulation and satisfied about their terms and conditions like salary and other.
 In the first step of induction, HR of the firm wants to make comfortable new employees
within the business environment so that they will easily adjust within a firm.
 Further, HR tries to introduce all the process and law/requirement of the firm which
needs to be follow.
 This helps to retain the employees and try to make them comfortable and understand the
working culture as well.
Training:
 Training is important because this provides opportunities for employees in order to learn
to acquire skills related to work in various departments in Tesco.
 This give a better platform for maintaining smooth relations within the industry.

Those are the importance of induction and training programmes. Most of the time Tesco
manager face various problems during training programmes. Those problems as well as solutions
in order to overcome those obstacles are as follows:
Giving new employees too much information at once
It is considered to be as major obstacles which is faced by employer of Tesco at the time
of induction and training program. Employer gives various information to new employees like
company policies, rules and regulations which is quite time consuming. Employees induction
training program is not one day process (Employee induction training: common obstacles and
how to overcome those, 2018). It is the structured plan which start when new employee accepts
their rules and regulations. In order to overcome this problem Tesco manager should offer digital
resources learning platform. Manager can handle any worries and give confidence and support
which is need for turn into motivation to employees. This tackle will help to solve this problem
by induction and training program.
An impersonal induction experience
Lack of engagement is the obstacle and It is impossible for new employees to understand
the job role on first day and its result is difficult induction experience, with generic and
uninspiring content. To recover this obstacle, employer of Tesco should acknowledge and give
right information to new employees which is relevant to job role. By this new starters get
productive for performing their role in Tesco. It is important to ensure about digital resources are
more relevant to workers job.
Obstacles:
 Employees hectic schedule is one of the biggest challenge and as a result, they are not
gain good experience in training programs.
 Global workforce and cultural difference is another obstacle which the firm faces.
 Lack of engagement is also consider as a obstacle of training program.
TASK 3
Motivational theories applied in TESCO for managing performance of employee
Motivation is the procedure of stimulating workers actions to accomplish business
objectives and goals. It helps to achieve personal and professional goals, if individual is
motivated in company they can have better job satisfaction. Motivated workforce will perform
harder and gain greater results in less time. Skinner's reinforcement theory and Maslow's

hierarchy of needs theory is one of the best motivational theories, applied in TESCO in order to
manage worker’s performance.
Skinner's Reinforcement theory of motivation-
This theory is proposed by BF Skinner, it states that individual's behaviour is the function
of their consequences. Reinforcement motivation theory is based on 4 types of reinforcement
like,
Positive reinforcement-
It implies giving the positive response when worker shows required and positive
behaviour (Reinforcement Theory of Motivation, 2019). For example, when TESCO leaders
immediately praise their employees for performing better than others and coming early for job, it
will increase their productivity and probability of outstanding behaviour occurring again.
Rewards is one of the best motivation source and positive reinforce, it helps to motivate workers
and retain them for longer term period. TESCO pay rewards to their staff members and also
provide flexible working hours that enhance performance and increase productivity, it define as
one of the motivation strategy.
Negative reinforcement-
It takes something negative away in order to increase the response, for example if leader
in TESCO force their worker to enhance their performance and accomplished task on time
continuously, that results shows in positive ways. After forcing by leaders incessantly,
employees finally perform well and complete their work at decided time. Both negative and
positive reinforcement strategies applied in organization which help to increase desirable
outcomes and manage workers effectively.
Punishment-
Punishment implies removing positive consequences so as to let down probability of
repeating unwanted or undesirable behaviour in further business environment. For example,
Leader in company punish its workers if they do not work effectively and shows undesirable
behaviour which is not appropriate for working environment as well as other people around
workplace (Omomia and Omomia, 2014). With the help of punishment, they can teach a lesson
to them which stop negative behaviour and make them able to work within effective manner.
Leader provide directions to staff which enhance their performance and punishment help to
manage staff performance.

Extinction-
When management of TESCO remove something in order to decrease negative behaviour
this is called extinction. For example, if worker no longer received admiration and praise for
good work, they may feel that its behaviour is generating no fruitful consequences (Gordan and
Krishanan, 2014). In order to manage workforce and individual performance, leader should have
applied motivational strategies and appraise staff for work.
Advantage and disadvantage of Skinner's Reinforcement theory-
Skinner reinforcement theory, help to increase positive behaviour and decrease the
negative ones, it also be beneficial for company as well as workers in order to maximise
probability.
But on the other hand, due to punishment some people create negative environment
which is not suitable and appropriate for others and effect on their performances.
Maslow's hierarchy of needs-
Maslow' hierarchy of needs is one of the great motivational theory which help to
motivate workers and managing their performance effectively within TESCO. This theory
comprised five tier model of human demands often depicted as hierarchical stages within the
pyramid. It stated that people motivated to achieve needs and that needs take precedence over
others (Maslow's Hierarchy of Needs, Motivatinal theory, 2017). If TESCO wants to manage and
enhance performance of its staff, they must applied all phases as describe in Maslow' hierarchy
of needs theory that provide effective and beneficial results. There are the five stages of this
theory-
Physiological needs-
Water, homeostasis, food and breathing is basic physiological needs required by people
when they are working in TESCO. If organization provide home and food facilities to their
worker they can retain them, manage and enhance their performance.

Safety needs-
If TESCO applied this theory in business structure they can be able to manage worker
performance and retain all the talented people with them for longer time. According to this stage,
management provide health and safety benefits to individual that help to motivate peoples and
increase productivity and profitability.
Social needs-
Acceptance, love and belonging is included in social needs in Maslow's hierarchy. At this
phase, need for emotional connections drive human behaviour. If leader make good
communication to its staff it will definitely motivate people and increase interest of working with
firm (Ozguner and Ozguner, 2014). With the help of creating positive and friendly work
environment around workplace company manage workers as well as their performance.
Esteem needs-
According to this stage, all the workers need respect and desire for reputation from others
in TESCO. If leader respect staff and provide equal career opportunities to them, it works
magically. With the help of appraisal and acquire respect employee do extra efforts for achieving
Illustration 2: Maslow's Hierarchy of Needs
(Source: Maslow's Hierarchy of Needs, Motivational theory,
2017)

business objectives and goals and management is able to manage workforce and their
performance efficiently.Self-actualization needs-
After getting all the desired needs, worker will be self-confident and it increase desire to
become the best one among group of peoples.
Company uses Maslow Hierarchical theory by analysing the basic needs and for raising
the performance, firm also provide different training session to them. Apart from this, it also
provide all safety equipments so that employee meet the safety concern as well. Apart from this,
quoted company also provide reward in the form of monetary and non- monetary form so that
employees increases their production level. In this way, company easily motivate their
employees using the model.
.
Advantage and disadvantage of Maslow's hierarchy of needs-
It helps to motivate workers and engage skilled workers which is beneficial for business
growth and success in market.
Biggest disadvantage of this theory is that not all people think in same way hence for
some worker’s social respect and affection is more essential than safety as well as others. It is
very difficult to evaluate worker’s satisfaction.
TASK 4
Factors which effect individual behaviour and elements which enable effective company and its
team work
Mars model of individual behaviour is the model that seeks to elaborate people
behaviour as outcomes of external and internal factors or influence combined together (Ottova-
Jordan and et.al., 2015). According to this model, there are some factors that affect individual
behaviour.
Motivation-
It can be described as internal factor that effect direction, endurance and intensity of
person. Due to lack of motivation at workplace, people behaviour gets changed and it negatively
influence other behaviour as well.
Situational factor-
Lack of work facilities is one of the internal factors that also effect individual behaviour.
It creates negative image in mind of people and force them to quit job in TESCO.

Ability-
Due to lack of ability, individual cannot be able to perform effectively and it impact on
individual behaviour.
Role perceptions-
Lack of understanding task which need to perform impact on individual behaviour. It is
an internal factor which affecting people behaviours as well as its performance.
Tukman's model of group development-
This model is based on 4 stages that help to build effective team and company, it
contributes to develop the best group of peoples in TESCO.
Forming-
Worker in company highly dependent on its leader for direction and guidance, with the
help of appropriate guidance and directions leader can build effective team which is beneficial
for organization. In context of changes in business environment and structure leaders must
provide directions that enhance productivity.
Storming-
In this stage, leader role is to aware workers about change and Few team members ready
to except change and some were not. At this situation leader aware all of them about the benefits
of change and in this way, leaders try to involve all the members into the team and motivate
them to attain the defined goal as well.
Norming-
In norming, team members take time to think about excepting change, they make
discussion with other peoples. Leaders encourage employees and provide proper guidance which
help to get better results.
Performing-
After, passing all the above stages leader finally acquire positive results as all the staff
members agreed for implementation of change and it build strong team.
CONCLUSION
From above it has been concluded that, selection with the help of Screening and online
recruitment is beneficial for TESCO. Maslow' hierarchy of needs and Skinner reinforcement
theory of motivation help to motivate staff and manage their performance as well as enhance

productivity. Abilities, lack of motivation, unable understanding of task and other things is
considered in factors that negatively impact on individual behaviour and may be decrease
profitability of TESCO. Furthermore, Tukman's model of group development help to build
strong work force and developed skilled group of people.

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