Report on Resource and Talent Planning for Tesco: Analysis

This report provides a comprehensive analysis of resource and talent planning within Tesco, a British multinational retail organization. It begins with an introduction to the importance of resource and talent planning, emphasizing its role in identifying and attracting talent to achieve business objectives. The report then explores different types of labor requirements, current labor market trends, and relevant employment legislation. It includes an analysis of required skills, both current and anticipated, and compares these with those of other organizations. The report also delves into the recruitment and selection process, including job analysis, job descriptions, and person specifications. Furthermore, it examines the stages of the human resource life cycle and its integration with HR strategy, concluding with recommendations for effective resource and talent planning. The report highlights Tesco's specific practices and challenges in this area, providing a valuable case study for understanding talent management in the retail sector.

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................2
PART 1............................................................................................................................................2
Types of Labour Requirements .............................................................................................3
Different Types of Legislation...............................................................................................4
Analysis of skills requirement................................................................................................6
Comparison of skills with other organisation.........................................................................7
Conclusion and Recommendations........................................................................................8
PART 2............................................................................................................................................9
Recruitment and selection process flowchart.........................................................................9
Recruitment and selection process flowchart.........................................................................9
Job analysis...........................................................................................................................10
Creating Job Description......................................................................................................10
Producing person specification for each job........................................................................12
Methods of Requirement and Selection...............................................................................15
Recommendation..................................................................................................................16
PART 3..........................................................................................................................................17
Stages of Human Resource Life cycle..................................................................................17
Integration of HR life cycle with HR strategy .....................................................................18
CONCLUSION .............................................................................................................................18
REFERENCES .............................................................................................................................19
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INTRODUCTION
Resource and talent planning is a crucial function which primarily focus on proper
coordination from recruitment team and several other business related aspects through which
forecasting of networking, selection is critically done. This function ensures that an organisation
is significantly able to identify and attract new talent from the potential market in order can
business objectives effectively (Alhajjar and et.al., 2017). However, through this a business is
able to create competitive advantage. For businesses it is very essential to develop several skills
for its labour which will critically help in motivating as several as enhancing their overall
productivity. Therefore, implementation of proper business strategy is must so that labour trends
shall be maintained effectively. This report is based on Tesco which British multinational
organisation. The respective company provides groceries and general merchandise services in
several parts. Tesco was founded by Jack Cohen in 1919. The outcome of the repost covers
several aspects through which proper resource as well as talent planning is significantly done.
Proper analysation of labour market shall be identified through which workforce planning as
well as talent management within an organisation is influenced. An accurate specification with
regard to different types of legislation shall also be considered. Furthermore, analysis with
regard to current and anticipated skills requirement shall be done in order identify how current
trends can influence organisation. It will also include job description as well as person
specification so that appropriate talent available in the potential market can be hired. Evaluation
with regard to various stages of HR life cycle shall be done. Lastly consideration with regard to
organisational HR strategy will be made.
PART 1
Overview of Tesco
Tesco Plc is a British multinational retail organisation which tends to provide groceries as
well as general merchandise services. The respective organisation was founded by Jack Cohen in
the year 1919. It is the third largest retail organisation of world by means of gross revenue. Tesco
have around 6800 shops and employees around 450000 employees (Bhanugopan and et.al.,
2016).
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Types of Labour Requirements
Every business organisation effectively requires different types of labour based on the
type of work which an organisation tends to perform. However, labour within an organisation are
primarily responsible for carrying the allocated task with full efficiency so that business
objective can be accomplished (Carbery and Cross, 2015). With respect to Tesco, there are
different types of labour who are potentially required to carry various task depending upon the
department for which they are selected. However different type of labour requirement with
regard to Tesco are mentioned below:
 Semi-skilled Labour: Semi-skilled labour requires proper amount of training as well as
skills so as to perform the allocated task with full efficiency. However, this type of
employees plays a very important role within organisation. With reference to Tesco semi-
skilled labour is required for manufacturing unit.
 Unskilled Labour: Unskilled labour refers to workers who generally do not require any
kind of training or special experience. Workforce requires minimum skill set and
furthermore unskilled labour consists of people with high school qualification or maybe
less. With regard to Tesco, unskilled labour is required to carry basic day to day
activities.
 Contract Labour: Herein labour within an organisation are hired on contract basis in
order to effectively carry out a particular task. Employees are usually paid on commission
basis and no further benefit are provided to them. In context to Tesco, employees
 Wage Employees: These are employees who are paid wages in accordance to the kind of
task which their perform within organisation. Management of such employees lies in the
hands of supervisor. Specified knowledge as well as skills are essentially required to
perform allocated task (Chitranshi, 2015). Proper training as well as development is
necessary for such employees so that they can perform that allocated task accurately.
With regard to Tesco, wage rate employees are hired to carry specific tasks with full
efficiency so that desired business objective can be accomplished.
Analysation of Current Labour Market Trends
In today's competitive labour market dynamics have shown changes to a great extent due
to which overall business productivity is negatively hampered. However, it is very essential for
business organisation to effectively deal and cope up with the current labour market trends so
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that overall business performance is not negatively hampered. Some of the current labour market
trends are mentioned below in details:
 More Opportunities, Fewer skills: Now-a-days employment seekers have several
different types of opportunities for work this is essentially because labour market have
become very talent oriented (Current Trends In The Labor Market, 2019). Appointment
of candidates is currently based on skills rather than on the quality which an individual
inherit. However, with increase in innovation and technological advancement, skills
requirement have being increased. Technology advancement includes artificial
intelligence, robotic automation, and several other similar aspects.
 Ageing Population: Most of the developing countries are eventually witnessing a
progressive drop in overall working population. This current labour tend is essentially
observed due to fast ageing population. Furthermore, such trends critically causes
recruitment problem (Church and et.al., 2011). Migration is currently being appreciated
in several developing
 Data: The current medium of operation of several companies states at there are high
possibility of databases proliferation. This is essentially because most of the data as well
as information is usually accessible from several different locations. Furthermore,
hackers and other criminals can essentially take advantage. Therefore, it has become
very crucial to have a proper as well as through check on prospective employees before
hiring.
 Industry 4.0: With enhancement in globalization within UK market, the need for
computerised jobs has increased to next level. Furthermore, a drastic reduction in retail
stores has also being witnessed due to the growth oh e-commerce business organisation.
However, future trends of labour market would also be impacted due to this factor.
Different Types of Legislation
In order to effective carry out business related activities with full efficiency there are
several types of employment legislation which an organisation needs to adopt in order to protect
the rights of employees (Daneshfard and et.al., 2016). While implementing several new
strategies and policies within business each and every aspect of employment legislation shall
be kept in mind. Employment legislation are critically implemented by government of the
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country where business activities are carried out. Following are some of the employment
legislation which Tesco needs to follow while carrying out business related activities:
 Employment Rights Act: This act came into force from 1996 by the government of
United Kingdom. Prime objective of this act is to make sure that each and every
employee are aware about the rights which are entitled to them. Some of the common
rights includes paternal leave, dismissal and many others (Elsevier and Liu, 2019). With
regard to Tesco it is the prime responsibility of human resource management to make
sure that each and every employee shall be aware about their rights and equality within
respective organisation shall be witnessed.
 Health and Safety Act: Health and Safety Act was enacted in 1974. This is an important
act which is essentially required by an organisation to keep in mind while adopted new
business policies and strategies effectively. The provision of this act is to protect different
types of healthy and safety services to its employees. Implementation of this act
essentially helps in motivating overall potential of employees so that they can perform
attained task accurately. Tesco have implemented several health and safety measures
through which employees at Tesco fell motivated.
 Equality Act: Equality Act came into existence from 2010. The provision of this act is
based on the aspect that each and every employee within an organisation shall be treated
with equality and no discrimination on the basis of age, gender, caste and religion shall
be made. This act critically helps in providing employees rights within organisation.
Tesco have implemented several policies keeping in mind the guidelines introduced by
government of UK under this act.
 Family Medical Leave Act: The Family Medical leave act was enacted in the year 1993.
The main focus of this act is to effectively provide minimum amount of leaves to
company's potentially employees through employee retention as well as job satisfaction
can be witnessed. However, this acts states the employees shall be provided with 12
weeks of unpaid leaves within the duration of twelve months. The major acceptable
reason for such leave many be serious illness of spouse or parents, birth of child and any
other which shall be specific in nature.
 The Fair Labour Standards: This act came into force from 1938. The prime objective
of this act is to effectively focus on minimum amount of funds which employees can get.
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It is a federal law which essentially focuses on overtime pay eligibility, child labour
standards and several other similar aspects.
Analysis of skills requirement
Tesco is a multinational groceries and general merchandise retailer organisation. Under
UK market the respective organisation is a market leader. Overall Tesco of 6800 shops around
the world and employee appropriately 450000 employees. However, there are several skills as
well as qualification which are essentially required in order to carry business related aspects with
full efficiency (Fu and et.al., 2018). Following are some of the most essentially skills which are
critically required so that efficiency within respective organisation shall be witnessed.
 Communication Skills: Proper communication skills is one of the most important factor
which is essentially required in order to carry out business related aspects accurately.
However, being a retail organisation employees at Tesco need to inherit proper
communication skills because proper interaction is essentially very necessary. It is
mandatory of employees to have effective communication skills so the proper
coordination can be witnessed.
 Teamwork: This is yet another important skills which is requirement so that business
operation are carried out with full efficiency. Being a retail organisation, manager at
Tesco shall effectively formulate several strategies through with appropriate coordination
and team balance within respective organisation can be witnessed.
Anticipated Skills: There are several skills which are essentially required by an organisation in
order to carry business operation with regard to future marketing as well as labour market.
However, such skills are essentially required to carry out operational as well as technical
business related activities with full efficiency (Ghavidel, Nasirpour and Asgari 2019). In order to
effectively cope up with the labour marketing trend employees need to have several skills in
order to carry out business related activities smoothly. Tesco utilises technical as well as critical
thinking skills:
 Technical Skills: Now-a-days with increase in technical advancement, employees
essentially requires proper technical skills so that they can handle each and every aspect
with proper fluency and goals as well as objective of respective organisation can be
accomplished. At Tesco, adoption of this skill is must because several activities within
retail organisation are performed technically.
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 Critical Thinking Skills: Critical Thinking Skills is based on future business aspect
through which accomplished of business objective can be done in effective manner. This
skills is primarily concerned on the aspects which states that rational thinking shall be
made in order to solve business related problem. Employees and managers at Tesco shall
have critical thinking skill so that future vision as well as mission can be attained by
respective organisation effectively.
Comparison of skills with other organisation
Overview: Hilton is American multinational hospitality company which manages and
franchises a broad portfolio of hotels and resorts. Hilton has over 15 brands across different
market segment. However, the overall business operations of respective organisation are highly
impacted by the current labour market trend. Furthermore, both Hilton and Tesco deals in
providing different types of services to individual. Therefore, the requirement for labours highly
depends on the kind of sector. Following are some of the common skills which are essentially
required to carry out business related activities with full efficiency:
 Customer Service Skill-sets: With reference to Tesco critical thinking is essentially
required in order to carry business related activities with full efficiency. However, within
hotel industry employees at workforce shall have ability to deal with the customers and
tend top satisfy their ultimate needs (Hedayati and Li, 2016). The prime responsibility
workers is to fulfil the requirement of customers.
 Problem solving skills: This skill is required in an individual who have authority to
resolve issues and conflicts of organisation. In context of Tesco, manager and leader
requires to have problem solving skill through which they can analyse internal issues and
provide appropriate solution for it. In context of service industry as in Hilton, this skill
requires to have in front office employees that help them to resolve issues of service user
by providing the quality services as per their requirement and need. Problem solving skill
help in building positive environment within organisation through which employees can
attain their target goals and objectives in effective manner.
 Anticipated Skills: These skills are essentially very important in order to carry out
business related activities with full efficiency so that desired business objective can be
accomplished and productivity within an organisation can be witnessed potentially.
Following are the major aspects included under this skill-set:
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 Language Skills: This is an important skill-set which is essentially required under
hospitality industry in order to make the process of communication between employees
and clients effective in nature (Hejase and et.al., 2016). Therefore, employee who have
ability to effective communicate effective shall be hired under this sector so that
consistency shall be witnessed.
 Multitasking Skills: This is yet another important skills which an employee must inherit
so as to make sure that business related activities are carried out effectively. Employees
shall have ability to handle business related aspects with full efficiency.
Conclusion and Recommendations
Conclusion
From the above analysis it can be concluded that overall business productivity is highly
impacted due to changes in labour market trends. However, in order to attain desired business
objective effectively, an organisation need to adopt several strategies through which it can cope
up with these changes and competitive business advantage can be gained (Kilic and et.al., 2016).
With reference to Tesco, organisation tends to conduct several development and training
campaigns in order to significantly deal with the current markets trends.
Recommendations
Tesco is a multinational organisation which provides groceries and general merchandise
services at international level. Currently the respective organisation is able to attain its desired
goals in effective manner but in order to attain consistency in future course of business there are
several recommendation which the company shall adopt. Through adoption of these business
strategies the growth of business in future can remain the same. Some recommendation are
mentioned below:
 Organisation shall implement several training as well as development campaigns of
employees through which their overall productivity to carry out business related activities
must to enhanced. Basic training on technical grounds shall be provided so that
consistency can be witnessed and employees can significantly make use of artificial
intelligence and several such services.
 However, regular alternation in recruitment as well as selection process must be adopted
by respective organisation in order to ensure that best appropriate candidate is hired.
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Proper evaluation as well as analysis of employees shall be conducted to identify
strengths as well as weakness.
PART 2
Tesco is a multinational retail organisation which provides general merchandise as well
as groceries products in many parts of the world. However, in order to effectively run the
business operation accurately, adoption of proper recruitment and selection process is must so
that consistency within business shall be witnessed. It is very curial to hire best and highly
skilled labour so that desired business objective can be attained.
Recruitment and selection process flowchart
Recruitment and selection process flowchart
Recruitment and selection flow chart can be define as a framework that helps in
conducting recruitment and section process in effective and efficient manner. It includes a proper
diagram that will map out the recruitment and selection process sequences. Tesco is a well
known company which is providing high quality products all round the globe. It is a British
multinational company and operating its business operation in different part of the world. It is
very important to find and hire right skill set for conducting business activities. Effective and
efficient working in large companies require workforce who can enhance productivity and
profitability of organisation (Latukha, 2016). Flowchart of recruitment and selection process
includes various symbols and arrows which represent what should be done in each and every
phase of recruitment process. Recruitment and selection process flow chart of Tesco company is
mention below.
 Job announcement- This is the first step of recruitment and selection process when need
and want of staff member is identified. In job announcement human resource team need
to advertise and announce employees requirement to others (Łukasiewicz, 2018). Tesco
company can use different methods for job announcement such as online portals, new
paper and digital job advertisement, internal job posting and many more. Job
announcement should includes proper description and specification required in
candidates.
 Screening applications- Company will receive large number of application of the
candidates who are interested in vacant job position. After announcing job, now human
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resource team of Tesco company needs to screen application as per the requirement set.
In this eligibility of candidate will be determined.
 Short listing candidate for test- Candidates will be short listed as per their skills,
qualification abilities. In this only those candidates are selected who are able to meet with
the vacant position requirement of Tesco company.
 Written test- Short listed candidates will be called for written test and in this test their
knowledge and capabilities will be tested. Written test includes IQ test, English
comprehension, quantitative test and many more (Lv, 2019).
 Interview- Candidates who are able to qualify test with minimum 50% marks will be
called for interview round. In this Head of HR department will conduct a face to face
interview in order to identify capabilities and potential of candidates.
 Conditional offer- Candidates who were selected in interview round will be given a
conditional offer. It includes various conditions that needs to be fulfilled to perform
vacant position.
 Pre employment process- Candidates who accept offer letter needs to clear medical
check up in order to analyse their physical fitness. In this step background and
information provided by employees is checked.
 Final job offer- Final offer letter is provided to candidates who are best fit for Tesco's
vacant position. This offer includes opportunities to work with Tesco company.
 On boarding- This can be consider as a final and last step of recruitment and selection
flow chart. In this human resource team will on board selected employees and familiarise
them with business operation and other employees.
Job analysis
Job Analysis is a process of determining and identifying details of job duties and
requirements. Herein judgement with regard to data collected on a particular job are critically
made (Noe and et.al., 2017). Moreover, job analysis essentially provides information of a firm
through which determination with regard to employees best fit for specific job is identified.
Creating Job Description
Job Description is a written document which intends to provide job applicants about the
main duties and responsibilities which they need to perform within an organisation so the desired
business objectives can be accomplished effectively. However, job description is an essential
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part of job application process which helps in determining role as well as skill sets required. Job
Description for the vacancy of Human Resource manager is mentioned below:
JOB DESCRIPTION
Company Tesco
Department Human Resource Department
Reporting to Senior Manager
Job profile Human Resource Manager
Job location London, United Kingdom
Job summary The main objective of hiring human resource manager is
significantly carry out business related activities so that
business objective can be achieved. The appointed
candidate shall have ability to handle human resource
within respective organisation.
Roles & Responsibilities Following are the prime responsibilities which can HR
manager essentially requires to perform:
 Analysis of wages and salary report in order to
determine competitive compensation plan.
 Consult legal counsel in order to ensure that
policies adopted comply with federal as well as
state law.
 Effectively identifies legal requirements and
government reporting regulation which impacts
overall business operations.
 Recruits and select variety of employees in order
to fill up the vacant business position effectively.
 Prepare accurate budget for human resource
operations.
 Conducts and plans new employee orientation in
order to foster positive attitude towards company
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