Tesco's HR Management Practices: A Comprehensive Report

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Assignment 1: Individual Report
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Executive Summary
The report provided has discussion on various selection and recruitment techniques that
are used in Tesco such as external and internal recruitment methods. The importance if
induction and training practices in this firm have been assessed as well as the problems
faced by the organisation in this activity has been discussed along with the provision of
solutions to these problems. Motivational theories have been applied to the business of
Tesco. The relevance of these theories with the practices of the company has been
observed. The factors affecting behaviour of individual and teamwork have been
identified in the context of the chosen organisation.
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Table of Contents
Introduction...................................................................................................................... 4
Main Body........................................................................................................................ 5
Task 1: Selection and Recruitment...............................................................................5
Task 2: Training and Induction.....................................................................................6
Task 3: Motivational Theories.......................................................................................8
Task 4: Individual behaviour and teamwork...............................................................10
Conclusion..................................................................................................................... 13
References.....................................................................................................................14
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Introduction
As a part of the instruction from the Agency Central Ltd, the present report will be
conducted on Tesco to provide guidance to this firm concerning recruitment and other
practices of the HR department. Therefore, this task will introduce the processes of
recruitment and selection adopted by this firm. The significance of training would be
highlighted as well as some motivational theories will be discussed that would be
applied in this firm. Some theories will be discussed on motivation, individual behaviour,
and team development that would influence the personnel of Tesco.
Tesco is a retail company that has been formed by Jack Cohen in 1919. This public
limited company is headquartered in UK and has around 6,800 shops (tescoplc.com,
2019). The annual revenue of this firm has been 63,911 million and its employee
strength is 450,000 (tescoplc.com, 2019).
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Main Body
Task 1: Selection and Recruitment
Recruitment
Recruitment at Tesco involves the process of attracting right quality and standard of
different applicants for filling up their vacancy. Tesco generally provide different forms of
advertisement for recruiting employees at certain extension. In addition to that, Tesco
generally look at their overall internal talent plan for filling up their vacancies. In the
process, the management department of the organisation generally provide adequate
focuses towards their current employee base for filling up their vacancy (Greiner, 2015).
When they fails at finding adequate employees from their existing talent pool, Tesco
provide advertisement through internet. Tesco generally post their job regarding
advertisement at Internet twice a week. This is their process of conducting external
recruitment.
While conducting external recruitment, Tesco mostly provide advertisement on their
official website. They also provide advertisement through their business store. Applicant
has been made online in order to hire employees at managerial positions. Moreover,
chosen applicants have been asked to take on an interview process (Russell and
Brannan, 2016). The interview processes are generally being conducted at any
assessment centre. The store generally prepares different forms of waiting list for their
possible candidates and after that they have been allocated with proper as well as
adequate waiting time.
Selection
Selection mainly involves the best method for choosing suitable workforce for their
entire organisation. In order to choose proper candidates, the HR managers of Tesco
mainly conduct a screening process. At that screening process, the HR department of
the organisation effectively screen the all CVs of potential candidates and after that they
choose the basic pool of potential candidates (Islam, 2018). After that, the candidates
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needed to go through some personal test in order to show their personal capabilities.
Moreover, after summarising the collected CVs, the human resource department of the
organisation perform a “job type match” in order to select proper candidates for
appropriate job role. Candidates who got passed at the screening test have been
incorporated with some form of group task so that they can elaborate their group
working capabilities.
Job Advertisement for Human Resource Manager
 The annual package for the Human Resource Manager will be $20K per
annum
 Human resource manager will be responsible for recruiting and selecting
employees
 The location of the job will be at London, UK
Our organisation Tesco is looking forward for employing a human resource manager for
their London based departments. Willing candidates has been asked to send their CV at
the following mail address. Willing candidates needed to have adequate experience.
Job Description
The HR managers will be responsible for selecting as well as recruiting proper
workforce for the organisation Tesco. In addition to that, they will be also being
responsible for training and development process.
Person Specification
Candidates that are willing to take on the job role need to have bachelor or masters
degree in management study. Moreover, candidates who have more than 2 years
experience at working human resource department will also be preferred. Potential
candidates needed to have effective communication skill.
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Task 2: Training and Induction
Training a new employee is very essential for the company. Different organisations
have different pipeline of working. There are some protocols, which needs to be
followed by each employee. A new employee would not know how the company
functions. It is the responsibility of the company to organise proper training and
induction programs for the newly recruited employees. A well organised training
program is the most effective way to speed up and make the employees productive.
Training is completely different from an on field job. In training employees, learn the
values, philosophies and culture of the organisation (Hascher and Hagenauer, 2016).
Training also involves the completion of paperwork and pre-employment processes. An
induction program guides the employees to carry out job duties. It also helps the
employees learn several of helping and greeting the employees. Induction program
saves a lot of money for the company. A good training program makes an employee
feel respected and valued. It motivates them to give their best. Different employees
have different job roles and to understand the duties an employee has to go through a
thorough training program. With advantages come disadvantages. A training program
also has a number of disadvantages.
 Too much importance to the trainees
A lot of importance is given to the new recruiters. This wastes a lot of time of the
organisation and production goes down. Many old employees are busy training the
newly recruited employees. A training program is not productive but the employees still
is paid (Fresko and Nasser-Abu Alhija, 2015). To overcome this, TESCO should have
separate training department who will only look after the newly recruiters, which should
be unpaid or the company should pay them less.
 Unbiased Induction Experience
There will be a difficult in induction experience when the role of the new starters is not
understood. Workers have different expectations of their role. In the case of training
new employees, HR managers can face several problems such as lack of knowledge
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and experiences of employees (Goodfellow et al., 2014). Therefore, the HR manager
need to provide a brief knowledge about TESCO’s objectives and goals to their
employees that will help in achieving sustainable business operation within competitive
market.
 Planning to do everything on the first day of induction
The problem that Tesco can face during the induction process is determining to do
everything on the very first day of indication on the part of the HR. This can reduce the
excitement of the employees concerning generating the new idea of the work. During
training of the workers, providing them with contents more than what should be would
reduce the engagement of the starters. In order to solve this problem, the HR of the
Tesco should plan the on boarding of the workers in a proper way. Directing the starters
and providing with them details in a systematic way would solve this obstacle (Bakker et
al., 2016).
 Focusing on every information
The another obstacle that can hinder the induction as well as training process would be
focusing on the providing too much details to the works on the first day. This would
reduce engagement of the new starters. Therefore, Tesco should provide a cheerful and
friendly work environment to the starters and avoid being too professional to solve this
issue (Chandani et al., 2016).
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Task 3: Motivational Theories
There are some motivation theories that are applied in an organisation to enhance the
engagement of the workers. This assists in managing their performance through
increasing improving connection with them. Some motivational theories are:
Maslow’s hierarchy of needs
Herzberg’s two-factor theory
According to the theory of Maslow, fulfilment of their essential requirements that are
called hierarchy of needs motivates an individual. As per this concept, the basic needs
include food, work, and shelter. On attainment of these requirements, the individual
need security and safety as in the form of security in job. The social need is the need of
the group or association and the self-esteem is the need that can be resulted from
promotion. At the top of the hierarchy is the self-fulfilment need. This area includes
challenge, interest, and creativity that motivates the person.
Advantages of Maslow’s theory of motivation
This theory is simple to conceive.
It considers the human nature that is the requirements of the human beings.
This theory is relevant to every field, be it working or home environment.
Disadvantages of Maslow’s theory
The disadvantage of this theory is that the perception and thought process of every
individual is different therefore; their need and desires cannot be same. Thereby, the
application of this theory would not have same effect on every individual of the
organisation.
The need of the people are affected by their culture therefore, people from different
culture would be influenced by this theory in different ways. It would not have same
influence over everyone.
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The satisfaction level of the individual is not easy to measure; therefore, this theory
would not be evaluated if the fulfilment of need of employees would not be measured.
As per the theory of Herzberg, some factors can motivate an individual in a working
environment. They are satisfiers and hygiene factors. These are further classified in to
different elements. The factors leads to satisfaction are achievement, recognition, work,
responsibility, promotion, and growth. The hygiene factors such as pay and benefits,
relationship with colleagues, supervision from the leader, status, policy and
administration, working conditions, personal lie, and job security affect motivation level
of the workers.
Advantages of Herzberg’s theory of motivation
This theory motivates an individual from within, thus have a long-term effect on
workers.
Through adoption of this theory, the company can focus on the issues that affect the
workers.
Disadvantages of this theory of motivation
This theory is subjective because different people have different level of need. Some
might be comfortable with flexible working hours while others would want to work
overtime.
This theory ignores the external factors such as the competitors’ strategy in managing
its employees (Parikh, 2018). For instance, if the employer of rival companies pays
more to its employees, the workers of the organisation would not be comfortable with
the policy of the company.
These theories can be applied on Tesco as the activities of this particular company
have relevance with the theories of Maslow and Herzberg’s. Tesco follows the
Maslow’s theory of motivation in some ways such as it provides personal development
plan to provide promotional opportunity to the workers through it programme of career
progression. The meeting held in the firm assist the individual in getting feedback for
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their performance. The fast-track management programme of the company enable the
workers in reaching at higher position (tesco-careers.com, 2019). The company
appraisal system assists in recognising the progression of the individual. It leads to self-
fulfilment and generates self-esteem in the individual. The firm promotes the team
members in working at different levels as well as provide them with proper working
condition. Thus, satisfy their social needs. It also provides security to the employees
through written agreement on their employability as well as provide pension. The basic
needs are fulfilled by providing them with restaurant facilities and lockers to keep their
belongings. Herzberg’s theory is applied in Tesco as it enhances communication
among members and involves the employees in decision-making (tesco-careers.com,
2019).
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Task 4: Individual behaviour and teamwork
According the MARS model, there are some factors that influence the behaviour as well
as the performance of the organisation. These are ‘motivation’, ‘ability’, ‘role
perceptions’, and ‘situational factors’ as represented by MARS. Weakness of or
deficiency of each factor affects another in some manner. For instance, if a person lacks
ability, it would not be able to use the available resources judiciously. In a situation,
where the job duties are not well understood, an individual would not have enough
motivation in increasing participation in the allocated task. This theory can be applied to
Tesco influence the behaviour of the individual. HR should consider these factors to
improve the behaviour the employees so that there would be good working culture in
the firm. It can be done by motivating the workers during their performance so that they
would be encouraged to perform in an improved way (Bach and Edwards, 2005).
Behaviour of the personnel concerning performing the task will be enhanced if the
company delegate the tasks as per the capabilities of the workers (Mullins and Christy,
2013). It should make the workers understand the job duties or the major roles that they
need to perform to avoid mistakes. Situational factors should be considered by the firm
such as availability of resources, good working environment, and such to enhance the
behaviour of the workforce towards the operations of the firm. It should maintain
hygiene and manage the resources properly so that the output of the work will be
effective to generate revenue (Clegg et al., 2015). These factors will enhance the
behaviour of the individual of Tesco, for instance unavailability would create problems to
manage the work as well as discouraged them in performing the tasks. In the same
way, unhygienic working environment would not inspire them and affect their
performance in a negative way.
As per the Tuckman’s model team building, there are some stages for the management
of team such as forming, storming, norming, performing, and adjourning and
transforming (teambuilding.co.uk, 2019). In the stage of forming, the task is delegated
by forming a team. In this stage, information is collected and communication is
developed among the members. In the next stage, the team members generated new
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