Tesco HR: Recruitment Strategies, Employee Motivation, and Models

This report provides a comprehensive analysis of Human Resources (HR) practices at Tesco, a leading UK retailer. It begins by defining HR and its crucial role in managing organizational culture, recruitment, payrolls, and employee benefits. The report explores various recruitment models and theories, including contingency hiring, executive search, and permanent/temporary staffing, detailing their applications and implications. It delves into Tesco's recruitment process, highlighting the methods used by HR managers to attract and select suitable candidates, such as campus placements, consultancy services, and social media advertisements. The report also discusses how Tesco ensures the recruitment of the right people through aptitude tests, technical assessments, group discussions, and performance appraisals. Furthermore, it examines the role of HR in motivating employees through training programs, policy formulation, and the provision of rewards and benefits, ultimately contributing to increased productivity and reduced labor turnover. The report concludes by emphasizing the importance of effective recruitment as a blend of art and science, requiring sophisticated analysis to identify and select the most suitable candidates.

Assessment

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain the term HR?..................................................................................................................3
Explain recruitment models/theories?.........................................................................................4
Background about the company?................................................................................................4
How HR manager of company Tesco recruiting people? How do they make sure that they
recruit right people?....................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Good human resource employee helps to manages their organisational culture. In this
new hires are recruited, HR is responsible to maintain payrolls and benefits. The organisation
that was selected in this assignment is Tesco. It has their headquarter in Welwyn Garden city ,
UK. The brand was founded by Jack cohen. The topics that covered in this report are definition
of HR, recruitment, theories/ models of recruitment. And how the organisation Tesco recruit
individuals and how they make sure that HR manager recruit right candidate to fill vacant
position.(Cantoni and Mangia, eds., 2018).
Explain the term HR?
Human resource is a person who work for company as they consider the most precious
resources for any business because with the help of them only objectives of the organisation can
be achieved. Human resource is responsible for the activities which is related to recruiting,
formulate policies & plans, provide training to staff members, administrating employees benefits,
also give motivation to employees so that for long term they connect to the organisation. Various
key roles of HR are attracting and selecting suitable candidate to fill the vacancy, done
performance appraisal continuously, give fair compensation to workforce, perform various
promotional activities etc.(Pham, Tučková and Jabbour, 2019).
MAIN BODY
What do you mean by recruitment?
Recruitment is the process in which various activities are perform such as identify,
attract, do screening, than short-listing and at last interviewing most appropriate candidate for
specific job in organisation. Big organisation must have large team of recruiters on the other
hand small company has single recruiter only. There are various methods of recruiting like
internal,retained, contingency, staffing, reverse and external method of recruiting. This process
needs extensive research in terms to produce high quality hires along with great regularity.
Explain Recruitment models and theories?

Explain recruitment models/theories?
Recruitment model
Contingency hiring: In this, when ever company thinks regarding recruitment than at the
same time it gives it to many different consultants that are available in the market and told them
to send resumes as according to job position. The consultant whose suitable candidate is selected
get the amount charged from organisation. In this no fixed salary or certain assured amount is
given to recruiter. There revenue generation depends on their offering. As it tends to involve
high risk. High percentage rate is charge to serve the purpose of recruitment. Mostly organisation
pay in terms to percentage of CTC. Respective method is prevalent way to recruitment. (Stewart
and Brown, 2019).
Executive Search: On top level only respective team is to be concentrate as senior level
includes the post of CTO, sales head, CFO, CEO . In this sourcing method is differ as compare to
junior level requirement. In this case potential candidates are few in number and also they are not
interested to show their cv on portals. So searching in various networking sites help a lot. High
commission is charged to satisfy the requirement.
There are two type of recruitment one is permanent staffing another is temporary staffing
temporary staffing: In this candidate is appoint for short period of time or to fill the
casual vacancy or to appoint seasonal employee. In this candidate remain present in the payroll
of consultant, In uncertain or small projects this model is generally adopted. It also eliminate or
reduce long term cost so now a days it is most popular model.
Permanent staffing: In such type of recruitment candidate stay connected for long term in
payroll of the organisation as permanent worker or employee (Turner, McIntosh, Reid and
Buckley, 2019).
Background about the company?
The organisation which was chosen is Tesco as it is great retailer of groceries in United
kingdom. The founder of the company is Ken Murphy. It stands in third position with regards to
revenue and It has its headquarter in Welwyn garden city, London. It have around 6800 stores in
various different locations of the country. Morrisons, marks & Spencer, Sainsburry are few
examples of their competitors.
Role of HR manager in motivating employees

To conduct training and development programme: It is their responsibility to arrange
training session by skilled or experienced trainers so that efficiency of employees can be
increased easily. Which indirectly help the organisation Tesco to increase productivity of the
company also.
Formulate HR policies: They perform their duty to frame policies which is in favour of
workers , employees or in context to employer or business. Policies related to compensation
benefits, salaries, perquisites are framed so that their employees get motivated with taking
benefits of these regulations and policies (Zaid, Jaaron and Bon, 2018) .
Provide motivational to workforce and time to time give instructions or guidance:
By giving different type of rewards to employees it tends to boost up the morale of the
employees also by providing health security or retirement benefits they can easily provide social
security to employees. These rewards or benefits help to retain employees for long term and
reduce labour turn over. As it tends to reduces recruitment cost and increase the revenue of the
organisation.
How HR manager of company Tesco recruiting people? How do they make sure that they
recruit right people?
Human Resource manager in Tesco recruit candidate and fill the vacant position through
external mode of recruitment. For this appropriate candidate is hire through campus placement ,
by consultancy service, by giving advertisement on social media, newspaper, etc. As these are
the most common method to hire suitable candidate. As they appoint individual by analysing
their knowledge and skills for that aptitude test , technical test, group discussion, personal
interaction is conduct by HR manager so that person who posses all the skills or qualify exam
can only be select. Performance Appraisal is done to by comparing actual performance with
standards which they are made or prepare in advance in this ways they give surety regarding
right people to be select to fill position.

CONCLUSION
As recruiting is simple concept ,in this candidate is to be identify and hiring is done to fill
vacant position. Effective recruiting activity combine bit of art with science. As it requires
sophistication to analyse outside the box to find and choose most suitable candidate.
REFERENCES
Books and Journals
Cantoni, F. and Mangia, G. eds., 2018. Human resource management and digitalization.
Routledge.
Pham, N.T., Tučková, Z. and Jabbour, C.J.C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship
behavior in hotels? A mixed-methods study. Tourism Management, 72, pp.386-399.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Turner, M.R., McIntosh, T., Reid, S.W. and Buckley, M.R., 2019. Corporate implementation of
socially controversial CSR initiatives: Implications for human resource
management. Human Resource Management Review, 29(1), pp.125-136.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
(Cantoni and Mangia, eds., 2018). (Pham, Tučková and Jabbour, 2019). (Stewart and Brown,
2019). (Turner, McIntosh, Reid and Buckley, 2019). (Zaid, Jaaron and Bon, 2018) .