Managing People in Organizations: A Comprehensive Report

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MANAGING PEOPLE IN ORGANISATIONS

Table of Contents
INTRODUCTION........................................................................................................................2
TASK 1...................................................................................................................................... 3
TASK 2...................................................................................................................................... 6
TASK 3...................................................................................................................................... 8
TASK 4.................................................................................................................................... 11
CONCLUSION.......................................................................................................................... 14
REFERENCES........................................................................................................................... 15
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INTRODUCTION
The report explained that for doing work skills and knowledge plays an important role in the
overall development of an individual. Professional life and career development are also
dependent upon skills and knowledge. Knowledge is essential for every person because it
directs the manner of doing a work. For career development the factor which is considered
as the most important is knowledge and skill. The relevance of skills and knowledge is also
shown in the process of staffing such as in recruitment, selection, training, etc. in the
professional life of an individual. Learning of knowledge and skills is also a crucial part of the
individual while performing the work.
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TASK 1
RECRUITMENT AND SELECTION PROCESS
The process of searching for prospective and qualified employees for the business
organization is called Recruitment. It is the method of inducing best employees for the
company so that the operations can be conducted in a suitable manner (Business Dictionary,
2019). Selection is the process where the suitable candidates are chosen by the company for
the business according to their qualification (Shma, 2013). Following are the steps that can
be taken by the human resource department of Tesco for conducting the selection process
within the company:
Recruitment planning
The process of recruitment planning include careful planning the requirement of the job and
the goals of a particular position. By setting the goals and objective of the recruitment
process in advance, Tesco can ensure a designed and systematic approach in the process of
selection. The recruitment planning includes job description, job evaluation, and vacancies,
job analysis, and job specification procedure by the company.
Strategy development
The strategy development is considered as the following step in the process of choosing the
employees of Tesco. Different strategies are considered for planning and developing a
selection process. The best strategy will be chosen by Tesco for selecting qualified and
suitable employees for the company.
Searching
After developing useful strategies by the company for selecting the candidate, the following
stage is searching. The process of searching includes advertising the requirement of the job
and giving information about the job vacancy of the business organization to the
prospective candidates. The process of searching can be done by posting a job description
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on social media sites, newspaper, distributing different pamphlets, and by using other
related mediums.
Screening
This procedure involves shortlisting from the number of applications received by the
company, the suitable candidates which can be considered by Tesco for further interviews
and selection process. The candidates are evaluated according to their qualification,
experience, skills, and past performance by aligning the same with the job requirement of
the company.
Evaluation and control
This is the final and last step of the process of selection and recruitment procedure. The step
involves evaluation of time and cost expensed in the process of selection and recruitment.
The proper conduct of the process and the positive or negative outcomes of the process is
evaluated in the step of evaluation and control. Tesco should measure the result of the
selection and recruitment process and take an appropriate step for the loopholes of the
process.
JOB DESCRIPTION
The job description of the retail manager of Tesco are analyzed as follows:
Roles and responsibilities
The retail manager is responsible for conducting day to day operations and supervision of
the retail outlets of Tesco. The management of sales, staff, stock, and resource management
is overviewed by the retail manager of Tesco. Following are the roles and responsibilities of
the retail manager of Tesco:
 To control the stock and pricing of the company.
 To control functions of staff and conduct recruitment, selection, training,
supervision, and appraising staff.
 To maintain financial records of Tesco along with statistical data.
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 To ensure compliance with the legal, safety, health, and other related legislation of
the company.
 To maintain a budget and other financial and non-financial information of Tesco.
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Qualification
The candidate should possess the following qualifications which are essential for the post of
retail manager of Tesco:
 Degree of MBA from a reputed institute.
 Qualification in fields such as accounting, languages, fashion, marketing, etc.
 Experience of minimum one year.
Skills
There are a number of skills and knowledge required by the retail manager of Tesco which
will help him in conducting the operations of the company in an appropriate manner. The
skills required by the retail manager of Tesco are described as follows:
 Confidence
 Teamwork skills
 Interpersonal skills
 Enthusiasm
 Communication skills
 Knowledge
 Commercial awareness
 Numerical skills
 Resourceful
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TASK 2
INDUCTION AND TRAINING
Induction is the process where the employee is introduced in the company and all the
necessary information about the work is given to him. Induction is very necessary for the
introduction of fresh employees as this process makes them comfortable in the work
environment of the organization and help them in understanding the present work culture
of the organization (Jones, 2012). Training is another process which plays a vital role in the
overall development of the skills required by an employee. The skills and knowledge of the
employees of Tesco can be enhanced with the help of conducting different training
programs. Training is the method of learning new skills which are essential for the job and
work of the individual. Following are the advantages and importance of the training and
induction program of Tesco:
IMPORTANCE OF INDUCTION AND TRAINING PROGRAM
Retention
The induction process within the organization makes it easier for the employees to adjust to
the work culture and environment of the company. The introduction and starting work
process is made smoother with the induction process which results in low employee
turnover rate (Mayhew, 2019).
Compliance
When the new employees are made familiar with the law of work, the company's culture
and other rules and regulations, their compliance can be ensured in advanced. Also, the
business will remain safe from any unnecessary litigation and claims when all the legal
procedures are followed.
Productivity
The new employee is made to learn the procedure of doing the things correctly which will
ensure productivity in their work.
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Save time and money
When all the necessary information and the method of conducting the business is already
explained by the company to the new employee, the cost and time of doing wrong work are
reduced and saved by the business.
Work culture
With the help of the induction process, new employees are made familiar with the work
process of the company. They will act as a driver for taking the values and cultures of the
business ahead (Kokemuller, 2019).
CHALLENGES OCCUR DURING INDUCTION AND TRAINING PROGRAM
A number of challenges faced by Tesco while conducting training and induction program
within the organization. The training and induction program can be costly for new or small
scale enterprises. Also, these process of training and induction require much time which can
be put in other beneficial work. Tesco should take various steps through which the benefits
of the business can be increased with the training and induction programs for both the
company as well as for the employees. Training can sometimes be stressful for the
employees which demand the personal time and energy of the workforce. tesco can
consider micro learning procedure to deliver the full advantage of training and induction
program to the employees.
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TASK 3
MOTIVATION THEORIES
Motivation is the driving factor which encourages the efforts of the employees in an
organization. There are many factors such as internal and external factors which drives the
need of the employee and stimulate their desire for continuing their job (Business
Dictionary, 2019). The motivational drivers act as the goal-oriented behavior of an employee
which help him in enhancing his current potential and work better (Business Dictionary,
2019). The HR manager of Tesco can use two main motivational theories which include
process theories and content theories.
CONTENT THEORIES
Maslow’s hierarchy of needs
The motivational theory was developed by psychologist Abraham Maslow which categorizes
the human needs in five main sections. According to the theory if these needs are satisfied
the employees can be motivated at a high level (Joseph, 2019). Following is the description
of the five main needs of a human being:
 Physiological needs- these needs define the basic needs and the needs to sustain life
such as air, food, water, and sleep. These are the requirements for which the
employee starts his job and earn a basic living for himself and his family (Thompson,
2019).
 Safety needs- After fulfilling the basic needs, the employee work for the safety and
security which help in reducing the threat of physical injury. The employee with
more efforts when they are ensured about their security and health.
 Social needs- These are the need for social belongingness and love of the employee
which is built up by social relations among others. Friendship, peer support, love,
companionship, competitions, mentoring, etc. are some of the social needs which
can be satisfied by Tesco.
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 Esteem needs- After satisfying social needs, the employees have esteem needs that
can be satisfied by Tesco by providing them different opportunities. The esteem
needs include personal accomplishment and achievements in the job.
 Self-Actualization needs- When are the above needs of the employees are satisfied,
the employee is capable of achieving their true potential. Tesco should provide
different options to the employees for fulfilling their self-actualization needs.
The advantage of Maslow's hierarchy of needs help in satisfying the overall needs and
requirements of the employees of Tesco. However, sometimes it is not feasible for the
company to fulfill every need of the employee which results in a disadvantage of this theory.
Alderfer-ERG theory
This theory contains the three main basic requirements of the employees which should be
recognized by Tesco in order to motivate their employees. These basic necessities are
explained as follows:
 Existence needs- The existence needs include psychological health and safety
necessities of the employees. These requirements should be satisfied by Tesco for
motivating them to work better in the company.
 Growth needs- The requirements of personal development which drive an individual
to work efficiently. The creative and meaningful work can help Tesco in motivating
the growth needs of the employees.
 Relatedness needs- The interpersonal connection, social status, and recognition are
some of the relatedness necessities which can be fulfilled by Tesco.
The merit of Alderfer-ERG theory is that the theory fulfills all the relevant needs of the
employees of Tesco. The disadvantage of Alderfer-ERG theory is that a huge amount of
capital is required by Tesco for using this theory for the motivation of its employees.
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