Tesco's Approach to Employee Management and Teamwork

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Managing People in Organisation
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Table of Contents
Introduction...................................................................................................................... 3
Main Body........................................................................................................................ 4
Task 1- Selection and Recruitment...............................................................................4
Task 2- Training and Induction.....................................................................................7
Task 3- Motivational Theories......................................................................................9
Task 4- Individual behaviour and teamwork...............................................................12
Conclusion..................................................................................................................... 14
References.....................................................................................................................15
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Introduction
At the exact study, the overall different methods of recruitment and selection that is
being practiced by recent organisations will be developed. In addition to that,
importance regarding training as well as induction programs will also be developed at
the study. Moreover, diverse motivational theories that have been used by recent
organisations for managing their employee performance will also be illustrated at the
part of the study. Lastly, different factors that directly affect individual behaviour as well
as team work will also be described at the part of the study.
The work will be based for making recruitment guidance for the HR department of
Tesco and the guidance will be provided on behalf of Impellam Group, which is a
famous UK based agency for recruitment. The organisation assists almost every
famous organisation at recruiting people. Tesco Plc is a UK based retail organisation
and they are the ninth-largest retailer organisation. They have stores at 6,800 different
locations and they have more than 450,000 employees. At the last financial year of
2018, their operating income reached $2,206 million, which is quite good.
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Main Body
Task 1- Selection and Recruitment
In Tesco, their HR department follows both internal and external recruitment methods
for filling up their vacancies. The process of both internal as well as external recruitment
has been described below:
Internal recruitment
At the primary stage, Tesco always consider internal recruitment for filling up their
vacancies and at the process they always list their recent employee base in order to
identify which employees are looking for promotion wanted to stay at the same level.
Moreover, they always prefer the referrals of their existing employee base in order to
select candidates (Ferguson, 2018). However, if they fail at attaining effective
employees from internal recruitment process, they consider external recruitment
process.
External recruitment
In order to conduct external recruitment, Tesco always hire some form of advertising
agencies for providing job advertisement at certain extension. In addition to that, from
the perspective of any managerial job role, they incorporate online forms to select
appropriate candidates. The primarily chosen applicants are generally invited towards
attending an interview and the entire process of interview will be done at an assessment
centre (Doverspike et al., 2019). After that, the final stage regarding selection process
comes.
Candidates those are willing to conduct a store-based job can apply with their actual CV
through Jobcentre. The stores belonging from Tesco generally prepare a waiting list so
that other people can also apply. Moreover, willing candidates has been called when the
job post become available.
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In addition to that, Tesco also have such job roles that are quite harder to fill up by
considering normal recruitment process. In order to fill up complex job roles, the
organisation always provides job advertisement at Google and other magazines as well
as newspapers. Tesco generally make it quite easy for willing candidates to find their
job advertisement.
On the other hand, the selection method of Tesco involves screening as well as
assessment centres. Description of this selection method has been illustrated below:
Screening
This is the primary phase employee selection and at the phase the selectors of Tesco
always look over the CVs of their potential candidates before taking on the selection
process (Dany and Torchy, 2017). At the screening process, the selectors of Tesco
always look after of positive as well as well-written CV.
Assessment centres
Potential candidates who passed at the screening test will be able move on at the next
step, which is assessment centres. It can happen at any store belonging from Tesco
and successful candidates from assessment centres will be directly hired by Tesco.
Job Advertisement Documentation
Job Advertisement for Production Manager
 The package for the production manager will be $25k per annum
 He will be responsible for the manufacturing department
 The job location will be London, UK
Tesco is looking forward to employ a store manager at their London branch and they
are looking for such candidates who have adequate knowledge at production
department. We are looking forward for eligible candidates who have good
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communication as well as leadership attributes.
Job description
The following store manager will be responsible for assigning and scheduling job for the
following employee base after assessing their performance at a daily basis. In addition
to that, store managers will also be responsible for recruiting, selecting and training
other employee base at further extension. Determination of financial budget and sales
promotion will also be done by the store manager.
Person specification
Willing candidates needed to have at least degree in any business administration
related course for applying for the post at certain extension. Willing candidates who
have 2 or more than 2 year experience at any production unit will be preferred for the
job role. Moreover, willing candidates must have adequate communication as well as
leadership skill.
Please attach and send your CV for getting more information.
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Task 2- Training and Induction
Induction and training program in context to Tesco is quite important. A list has been
described below that will show the proper importance of conducting induction and
training program at certain extension.
 Induction and training program are quite useful at saving time as well as cost
from the perspective of Tesco. Adequate training programs provide effective
opportunity towards the new employees so that they can start performing their
job roles (Zhang et al., 2017).
 In addition to that, effective training program generally reduce employee turnover
rate in context to Tesco. Employees of Tesco can increase their motivation as
well as confidence level while going through induction and training program,
which will ultimately assist the organisation to improve their production at certain
extension (Bekkering et al., 2018).
 Since effective training schedules are quite useful towards increasing the skill
level of existing employee base, it genuinely increases operational efficiency
from the perspective of organisations like Tesco.
 Moreover, effective training provides the opportunity of getting a comprehensive
idea regarding the job role and it also classify organisational expectation for a
specific job role. It reduces complexity that increases organisational excellence.
Training and induction program is required from the perspective of Tesco; however they
are facing some problem to incorporate it. Possible obstacles that are being faced by
Tesco in recent context have been identified below:
 Tesco finds it quite hard to make a subsequent atmosphere for making the
training program, which reduces their organisational excellence (Alack et al.,
2019).
 In addition to that, it has been observed that Tesco generally hire external
trainers for conducting induction and training program. Sometimes, those
external trainers do not have any ideology behind organisational policies as
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well as procedures. It present some form of obstacle in context to the
organisation (El-Shamy, 2016).
 Sometime old employees of Tesco need effective training as well as induction
program for increasing their operational excellence about a new subjective.
However, old employees do not really want to participate at these training
programs since they think that it will ultimately waste their time. It include
obstacle towards the implementation process of effective training programs
(Garry et al., 2018).
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Task 3- Motivational Theories
The organisation Tesco generally follows two different motivational theories, which are
Maslow’s Hierarchy of Needs and Herzberg’s Motivation Theory. Application of
these two theories in context to Tesco has been illustrated below:
Maslow’s Hierarchy of Needs
The theory is based into mitigating the primary need level of employee base in order to
increase the personal motivation level at certain extension. This theory has five different
steps and organisations like Tesco generally incorporate with each of these five steps
as a form of motivating their employees.
Physiological need- It is the primary need of employees and without mitigating
physiological need, it will not be possible for any organisation including Tesco to move
up the motivation level of employees. Physiological need includes air, food, sleep,
water, sex and others (Lee and Hanna, 2015). The organisation Tesco always satisfy
the physiological need of their basic employee base by providing them adequate time to
spend with their loves ones. Moreover, the organisation also provides adequate amount
in terms of salary towards the organisation so that these employees can mitigate their
physiological needs.
Safety need- This is the second level of need as comprising physiological need
adequately brings up safety needs. Mitigating the safety needs of employees provides
the opportunity of increasing employee motivation level. In order to mitigate the safety
needs, the management department of the organisation put adequate reasoning
towards making a secure environment for their employees. In addition to that, the
organisation also incorporates the basic health and safety needs of their employees in
order to maintain their motivation level (Bouzenita and Boulanouar, 2016). Mitigating the
safety needs of employees brings up the next level of need, which is love and
belongingness need.
Belongingness need- The organisation always put effective ideology behind mitigating
the belongingness need as it has been expected that fulfilling the need of employees
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can increase their motivation level towards a far greater extension. The organisation in
recent context is trying to make a sustainable environment where their employees can
talk, appreciate each other and make good relationship. Moreover, the organisation
does not let their employees work for longer time period, which let these employees
spend more time with their friends and families. It genuinely mitigates belongingness
need and brings up the next level of need.
Esteem need- The organisation Tesco always increase the confidence level of their
employees by providing adequate training schedules. They always create some form of
achievement for their employees who work positively for bringing up the value of their
organisation (Hale et al., 2019). Moreover, the organisational atmosphere of Tesco
provides such environment where each employee trust and respect each other. This
system adequately mitigates esteem need of the employees while making them more
motivated.
Self-actualisation- The employees of Tesco has always been asked to be creative and
they also work extensively towards increasing the problem solving skill of their
employee base. It mitigates self-actualisation need that lead towards increased
employee motivation.
The advantage and disadvantages of Maslow’s Hierarchy of Needs has been identified
below:
Advantage- The main advantage of Maslow’s Hierarchy of Needs is it is quite easy to
understand and it takes account of basic human nature. Moreover, the theory is quite
relevant at almost every single business sector, which is another advantage of this
theory.
Disadvantage- Since the theory is based into Human Psychology, the theory thinks that
every single employee thinks on the same way. It is not true as every employee have
different thinking process. It limits the scope of the organisation to motivate their
employees. Moreover, while applying the process, it is quite hard for the management
department to measure the current satisfaction rate of their employees. These are the
possible disadvantage of using Maslow’s Hierarchy of Needs.
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Herzberg’s Motivation Theory
The exact theory states that there are some factors that adequately increase the
motivation level of employees and some factors decreases the motivation level. As per
the motivation theory, the organisation Tesco always put attention towards setting up
some responsibilities for their workers, which ultimately increases their motivation level
at certain extension. In addition to that, they always look after the security as well as
working condition of their employees in order to increase their motivation level
(Alshmemri et al., 2017). Moreover, supervise the works of employees at a regular
manner can also increase the motivation level of employees.
The motivation theory state that job satisfaction level genuinely depends into the
working culture of the organisation. The organisation Tesco always tried to separate
employee satisfaction factors from employee dissatisfaction factor. Separating
employee satisfaction factors from employee dissatisfaction factors can increase
employee motivation level.
Basic advantages and disadvantages of the motivation theory have been illustrated
below:
Advantages- The main advantage of Herzberg’s motivational theory is it put longer
emphasis towards the motivation level of employees from themselves. The theory
states that there are only few external factors that might increase the motivation level of
employees. Moreover, organisations can put more emphasis into solving different
problems of employees. These are the basic advantage of Herzberg’s motivational
theory.
Disadvantages- The motivation factors might get subjective, which is the fundamental
disadvantage of using the motivational factor. On the other hand, since the motivational
factors mostly ignore different external factors, it might create some form of misbalance
among the employees.
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Task 4- Individual behaviour and teamwork
In order to analyse factors that enable effective teamwork as well as cooperation, the
organisation Tesco can consider Tuckman’s group development model at certain
extension. Description of different stages of developing group as per Tuckman’s model
has been illustrated below.
Tuckman described that there are five different stages of group development, which
includes forming, storming, norming, performing and adjourning.
Forming- This is the primary stage of developing a group. At the stage, different
members of a group have been introduced with each other. Moreover, individual roles
and responsibilities of different team members are quite unclear at the stage of group
development (Thistlethwaite et al., 2016). Processes are generally being ignored at the
forming stage. Group members generally test the tolerance capability of their leaders at
the stage of group development.
Storming- This is the second stage of group development and at the stage team
members vie in context of their position so that they can try to make effective
relationship with other team members. It has been observed that in the stage of
developing groups, different team members belonging from Tesco faces confliction.
Leaders provide adequate coaching towards their team members at this group
development stage.
Norming- In the stage, different members of a group support each other’s deliverables
and each team members know about their respective roles and responsibilities in the
stage (Collins et al., 2017). At the stage, the group members of Tesco gave greater
respect towards their team leaders for supporting their work. Leaders can increase their
affectivity at the level.
Performing- This is the fourth stage of group development and at the stage different
members of the team knows about their respective roles and responsibilities. At the
stage, the performance capability of team members generally increased at certain
extension.
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