An Analytical Study on Tesco Recruitment Process and Staff Turnover

This report examines the issue of high staff turnover at Tesco, a leading retail company, focusing on the impact of its recruitment and selection processes. The executive summary highlights the importance of effective human resource management, particularly in addressing employee turnover through improved recruitment strategies. The introduction outlines the problem, emphasizing the need to retain skilled employees and the role of motivation, rewards, and recognition. The literature review defines employee turnover, distinguishing between voluntary and involuntary forms, and discusses the negative impacts of high turnover rates, including increased costs and decreased productivity. The methodology section details the qualitative research approach, including inductive research, interpretivism, and ethical considerations, as well as data collection techniques such as questionnaires and sampling methods. The report aims to identify the causes of employee turnover and suggest recommendations for improvement within Tesco's HR practices. It also uses a case study approach and employee feedback to analyze the reasons behind staff departures and provides data analysis through graphical methods.

Business
Management Issue

Table of Contents
EXECUTIVE SUMMARY...........................................................................................................................3
INTRODUCTION .....................................................................................................................................3
LITERATURE REVIEW.............................................................................................................................4
METHODOLOGY.....................................................................................................................................6
FINDINGS...............................................................................................................................................9
CONCLUSIONS AND RECOMMENDATIONS..........................................................................................13
SELF-REFLECTION.................................................................................................................................14
REFERENCES.........................................................................................................................................15

TITLE: An Analytical study on the recruitment Process adopted by Tesco due to know the
reason behind high staff turnover.
EXECUTIVE SUMMARY
Managing the human resource is considered as one of the important task in almost all
the firms, where they are of any size or nature. For achieving the long term goals planning for
the manpower is a crucial aspect. One of the main goal of the human resource department in
an organisation is to recruit and select right individuals training them so that they can perform
effectively and develop new skills and capabilities. It is the duty of the human resource
department to look at the employees’ performance, manage factors which are causing
obstacles and make sure that staff of the company is satisfied with the management. There
has been the issue of high employee turnover so the recruitment and selection process has to
be improved by Tesco. There needs to be given special attention on these thus bringing a
planned approach and proper implementation of the set plan.
It is important for the management of Tesco to have the right individual and HR
professionals to handle recruitment and selection process so that TESCO does not face the
issue of high staff turnover (Sekaran and Bougie, 2016).
They need to recruit right person for the right job just bringing a satisfaction level to
them so that they can put more efforts in the work which has been assigned to them. Through
keeping all the things in mind the research report has been framed to highlight the issue of
high staff turnover as there is issue with the recruitment process in Tesco.
INTRODUCTION
Tesco PLC has been one of the leading company dealing in retail sector and it has
been found that they are facing the issue of employee turnover.
One of the most common issue found in the business world in the recent scenario is
high staff turnover and the ratio is increasing day by day. Retaining the best employee has
been a difficult task which is an issue faced by the organisation like Tesco these days. It is the
motivation, reward, appraisal and recognition are the things which are required for increasing

the retention rate for any organisation. Tesco has been facing this issue from quite a longer of
time and one of the reason in their case is improper recruitment and selection process.
This report will be covering the causes of high levels of employee turnover in Tesco
and the methods which can be adopted by the management to reduce it. The issue of
employee turnover may be caused by the fact that throughout the company there is shortage
of skilled staff at different places (Mowday, Porter and Steers, 2013). This is one of the
biggest challenges faced by Tesco and there might be lots of reason behind the employee
turnover in the company like antisocial hours and newly trained staff low pay in comparison
to what they might earn in other instution. The main reason behind this is that employees are
not able to cope up with working environment as they are not so much skilled and at the same
time the management is not recruiting the right person. The issue is based on the case study.
Through taking the sample of employees who has left Tesco will be chosen for the study. The
main objective of this research is to find out the main causes of employee turnover in Tesco
and certain recommendations could be given through different theories.
LITERATURE REVIEW
Employee turnover, as defined by Wheelen and Hunger, 2011 is voluntary
termination of the staff from the organisation. Staff turnover is the proportion of employee
leaving in a given time period but prior to the anticipated end of their contact. Staff turnover
is the rate of change in the working employees of a concern during a defined period. It can
also be exit of some staff and entry of the other in the company.
It is basically the rotation of the workers around the labour market, between the
company, jobs and occupations and between the states of employment and unemployment. It
is not necessary that staff turnover will happen in any particular type of organisation it can
happen in any type of whether voluntary and involuntary (Yang, Wan and Fu, 2012). In
voluntary turnover the employees take the decision to not to continue with the organisation in
which they are working and on the other hand involuntary turnover employees has no other
choice other than to leave the organisation. Involuntary happens with forcefully management
is asking the employees to leave the organisation due to particular region. Turnover can be a
probability whether the employee will remain in the organisation or not.
Although there ae many reasons and causes for staff turnover in an organisation but it
is not necessary that it will always have negative impact on the functioning of the company
where it is taking place. It is the duty of the management of Tesco to know what kind of

turnover is taking place whether it is voluntary or involuntary. Their role here is to take
action on the one of them which is under their control.
Voluntary turnover is further classified into functional and dysfunctional turnovers. In
functional turnover the one who is not performing well gives the resignation and on the other
side dysfunctional turnovers refers to the exit of the effective performer the one who is
performing well (Jordan and Troth, 2011). Dysfunctional turnover will be further categorised
into avoidable turnover which happen due to lower compensation, poor working conditions
and etc. and the other one is the unavoidable turnovers like family moves, employees facing
any severe illness and etc. These are some of them where organisational has little control or
has no influence.
Almost all the organisation can accept employee turnover at some extent as due to this
they are able to eliminate those employees who are underperforming and bring a motivation
in the organisation through including or hiring new fresh staff for the organisation. But when
the staff turnover happens at high rate it results the organisation in negative way as it includes
huge cost thus brining new negative output. It can hamper their growth thus brining negative
effects on the profitability of the company like Tesco. Myers, 2013 has analysed that turnover
is an issue which needs to be taken into consideration thus affecting the quality of the
products and services delivered by the organisation. When the rate of employee turnover will
be high it will also impact the goodwill and brand value of the company thus decreasing their
sales drastically. The company will lose their ranking which they had in the market thus also
loosing competitive advantage. Normally, it is seen that those people or employees who
leaves the company are generally talented and they are living the company has they have got
better opportunity at some other place. They will move to the companies which are in
competition to them so in such condition it is the duty of management at Tesco to look at this
issue and prevents turnover and set a strategy for improving staff retention.
In the case of Tesco Voluntary turnover is happening and it has become a managerial
problem that needs attention. Employees of Tesco is leaving the company as they are not
happy with the jobs assigned to them by management thus feel that they have to side-lined by
the company. So, it is observed that most of the studies which has been done in this research
report are on the voluntary turnover rather than involuntary turnover. In this study voluntary
form of turnover has been discussed (Hancock and et.al., 2013). The researcher has
conducted a review on the employee turnover and for this they have prepared a questionnaire

thus discussing about the reason behind the high staff turnover. With this an effort has been
made by Tesco to know the factors impacting turnover in their company. Staff turnover can
be understood through job content and external environment factor.
Most of the studies on staff turnover have been done on the area of business
organisation only and it has been done to find out that why the cases of employee’s turnover
is increasing various organisations. Researches has founded certain causes and results of
employee turnover in the organisations through them researches. Each of them have their
own perception and views and this has varied due to their study in different areas, situations
and the ways which they have used for the research. There are basically two main reasons
why employee turnover has become an issue for the HR department all across the world
organisation (Saunders and Lewis, 2012). Employee turnover is directly linked to the low
knowledge of the organisational work, low employee morale, low customer satisfaction and
high training costs. HR department in the companies try to shape their strategies and policies
in a way that it bring better outcomes on the employees but due to certain circumstances they
fail in this attempt to motivate the employees.
METHODOLOGY
It is necessary that in the initiation of the research to determine research methodology.
There are two types of research methodology that are used in the research that are qualitative
and quantitative(Hogh, Hoel, and Carneiro, 2011). This research has been based on the
qualitative research method because the researcher is going to take certain reviews, feedback,
opinion and suggestions from the staff on the factors which are encouraging them to leave the
company.
Research Approaches
It is concerned with the ways through which researcher can reach to the desired target
which is required. Although the research is totally based on the qualitative research method
so it is prior to use an appropriate research method. Inductive research approach is concerned
to work on new theories relevant to research objectives (Ponnu and Chuah, 2010). Deductive
research approach is worked to create estimations which can assist to carry out the research in
better way. In this inductive research approach will be used to gather information thus
generating new theories.
Research Philosophies

It is necessary that the collecting of information and data in suitable manner and for
this there are two options available with the researcher. The one is called as positivism which
is used when someone wants to gather any fact fill information and on the other side
interpretivism helps the researcher to gain interpret data (Grissom, Nicholson-Crotty and
Keiser, 2012). In this current research report interpretivism research approach will be used to
interpret data in a suitable way.
Ethical Consideration
While doing any research it is necessary to consider and make sure that researcher
follows ethical considerations. Following ethical consideration, they will be able to gain
relevant and better outcomes.
Resource Efficiency
There are some of the resources which are utilised in conducting the research and
some of them are given below: -
 Sampling Methods
In the research qualitative research method is used in the research and through using
inductive research questionnaire has been framed and for this smaller sample size has been
taken. In this random sampling has been used to know the option and views of the employees
of Tesco for staff turnover which is taking place in the company. For different stores of Tesco
same sample size of 20 is taken or considered.
 Data collection techniques
There are two data collection techniques that is primary and secondary, these both are
used in the research. As this research this based on the qualitative research method certain
questionnaire, interviews, observation, case study are used (Stanley and et. al., 2013). It is
necessary to take the opinion of the employees who are part of Tesco on certain issues and
points. For this primary data will be collected and questionnaire will be appropriate to take
the opinion of the employees on staff turnover.
 Data Analysis
Graphical, thematic are used in data analysis area and for the current research graphical
analysis will be appropriate. With this research can frame an overviews on the collected data.

 Research Designs
In the initiation of the research certain objectives behind the research is mentioned by the
researcher and after it literature review has been highlighted in which authors review on the
research objectives are briefed. In the next step the data collection from the employees of
Tesco takes place followed by data analysis, interpretation and recommendations will be
done. It is the whole research design of the research project.
Questionnaire
Gender: (a)Male (b)Female
Age Group: (a)20-24 (b)25-34 (c)35-44 (d)45-55
Department:
Q1) Are you satisfied with the job?
A) Disagree
B) Agree
Q2) Which factor is more important for better employment opportunity?
A) Company Profile
B) Working Environment
C) Monetary Benefits
D) All of them Above
Q3) Which of the following factors most impact your decision to leave the job?
A) Low Salary
B) Lower Career Growth
C) Managers negative behaviour
D) Domestic Problem
E) Bad Work Condition
Q4) Does HR department provide career counselling on your job progression?
A) Agree
B) Neutral
C) Disagree
D) Extremely Disagree
Q5) In comparison to reward facilities, my work load is…
A) Less

B) Equal
C) More
D) Extremely Less
FINDINGS
Theme 1: Satisfaction level of the Staff working in Tesco.
Q1) Are you satisfied with the job? Frequency
A) Disagree 12
B) Agree 8
Findings: The initiation of the questionnaire was from the question that are the
employees who are part of Tesco are satisfied with their job or not. It was shocking to see
that majority of them disagreed to this thus out of 20, 12 said that they are not satisfied.
Theme 2: Priority of the employees regarding better employment opportunity?
Q2) Which factor is more important for
better employment opportunity?
Frequency
A) Company Profile 5
B) Working Environment 3
Disagree Agree
0
2
4
6
8
10
12
12
8
Column B

C) Monetary Benefits 4
D) All of them Above 8
Findings: In the next question of the questionnaire the employees were asked about
the factors according to them which are important for better employment opportunity. They
were given different choices like company profile, working environment, monetary benefits.
From all the sample 8 employees said that they feel that above all of the option are necessary
for better employment opportunity. 5 people gave their vote to company profile, 4 to
monetary benefits and 3 agreed on working environment.
Theme 3: Value of the factors impacting the decision of employees.
Q3) Which of the following factors most
impact your decision to leave the job?
Frequency
A) Low Salary 8
B) Lower Career Growth 6
C) Domestic Problem 2
D) Managers negative behaviour 1
E) Bad Work Condition 3
Company Profile
Working Environment
Monetary Benefits
All of them Above
0
1
2
3
4
5
6
7
8
5
3
4
8

Findings: As Tesco is facing high staff turnover so it was needed to find that what are
the factors which are convincing the employees to leave their job and move to other place.
Most of them that is 8 samples who were part of the survey admitted that their decision for
leaving the job is impacted by the low salary. When they don’t get good salary they try to
look for new opportunities. The next majority came with the lower career growth option
which highlighted that employees thinks that there is no use of staying much at Tesco as there
is no growth. Many were also impacted from the bad working condition and other than this
there was also some personal domestic problem which they have to for.
Theme 4: Career counselling given by HR department.
Q4) Does HR department provide career
counselling on your job progression?
Frequency
A) Agree 2
B) Neutral 5
C) Disagree 11
D) Extremely Disagree 2
Low Salary
Lower Career Growth
Domestic Problem
Managers negative behaviour
Bad Work Condition
0
1
2
3
4
5
6
7
8
8
6
2
1
3 Column G

Findings: Employee turnover is something which makes a company and their HR
department worry as it is there responsibility to manage and handle the workforce. The next
question was asking about the contribution of HR Department in career counselling Most of
them that is 11 people denied the fact that they were given any counselling by the HR
department and some said that they are just neutral about this. Two of them also said that they
extremely disagree that they are given any counselling on their job progression.
Theme 5: Work load in comparison with rewards they get.
Agree Neutral Disagree Extremely Disagree
0
2
4
6
8
10
12
2
5
11
2
Column D
Less Equal More Extremely Less
0
1
2
3
4
5
6
7
4
7 7
2
Column H