HRM Report: Tesco's Recruitment, Selection, and Employee Development

This report provides a comprehensive analysis of Tesco's Human Resource Management (HRM) practices. It begins by examining the effectiveness of Tesco's recruitment and selection strategies, including internal and external recruitment methods, and selection processes like screening and assessment centers. The report then delves into how Tesco manages employee development, highlighting training programs, mentoring, and project-based work to enhance skills and foster collaboration. It also explores various talent management strategies employed by Tesco, such as providing training opportunities, recognizing and rewarding employees, and creating clear job descriptions. Finally, the report analyzes the HR systems and processes within Tesco, offering a holistic view of its HRM approach and its impact on employee satisfaction and organizational performance. The report also includes a case law on disability discrimination in recruitment.

HRM Report
INTRODUCTION...........................................................................................................................1

MAIN BODY...................................................................................................................................1
LO1..................................................................................................................................................1
Effectiveness of recruitment and selection strategies in an organisations.............................1
LO 2.................................................................................................................................................5
How the chosen business manages the development of its employees, different talent
management strategies and responsibilities of the employees as well as employers.............5
LO3..................................................................................................................................................8
HR systems and processes within TESCO.............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Management is one of the most important components for an
organization. It is primarily concerned with the effective management of employees within the
company and making sure that right people are hired for the right jobs(Armstrong and Taylor,
2020). It also creates various opportunities in order to motivate the employees and help them
grow their careers. Human resource also deals with the formulation as well as implementation of
policies within the workplace. Organization chosen for this report is Tesco, which is a British
retailer of groceries headquartered in the United Kingdom and was founded by Jack Cohen. The
report evaluates the effectiveness of recruitment as well as selection strategies within the
organization and analyzes how the chosen company manages the overall development of its
employees. Different strategies of talent management and detailed critical analysis of the
different HR systems as well as procedures used by Tesco is also included in the report.
MAIN BODY
LO1
Effectiveness of recruitment and selection strategies in an organisations
Recruitment is defined as a process in which steps related to identification of job
vacancy, evaluation of job requirement, application form review, screening and suitable
candidate selection is being included according to requirement of company job position. It is a
procedure in which an organisation attract potential individual in order to fill organisation job
vacancy (Buller and McEvoy, 2012). While if it is talked about selection it is a concept in which
suitable candidate get selected from pool of applicants who have make their application for job
role. In this HR manager is having responsibility to hire candidates as per according to
employment legislations and laws. It has been evaluated that Tesco undertake different methods
of job advertisements, different type of selection and recruitment process which is being defined
below:
Internal Recruitment
In this process Tesco mainly involved in the process of identifying and recruiting talented
individual from their internal organisational structure as to fulfil job requirement and find no
suitable employee for the job role then they advertise about the job vacancy in order to fill
requirement adequately.
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External Recruitment
It is one of the most effective measures that Tesco undertake in which they undertake
different measures in order to fulfil job requirement vacancies with the help of their website
www.tesco-carrers.com along with online and offline measures. In this candidates can apply for
the suitable job role and further they are being asked for the interview in Tesco assessment centre
for final stage. It has been evaluated that company also take advantage of this method by seeking
candidates via television, offline media, radio etc. They also make advertisements on well known
magazines like Google and The Appointment Journal in order to hire best and talented
employees for the job role as to effectively fulfil job requirement of entity. Company also engage
in the process of taking use of cost effective measures in order to influence large number of
applicants. However in order to make radio and television advertisements measures company
required to pay huge amount in order to grab attention of large number of candidate. This
method proves to be effective it has been identified that entity provide facility of easy application
process way to the applicants in order to allow them to search for management post, management
position and head office positions. All these measures have been effectively undertaken by Tesco
in order to strengthen efficiency of the recruitment process as to enhance workforce efficiency.
Selection
In this process entity engage in the process of selecting most suitable individual from
those who have made their application for job role. For this entity undertake use of screening as
it play a crucial role in this process, as it allows them to make sure that individual selected for
interview process for appropriate for required job role (Pieper, R. ed., 2012). In this Tesco
undertake advantage of initial screening in which they carefully evaluate every individual who
had applied according to their CV( Curriculum Vitae) job qualification and job history. With the
help of these selectors of Tesco matches candidate potential and knowledge according to job
requirement of company. Along with this Tesco offer facility of job type match on company
career website page through which candidates can effectively undertake their evaluation before
making application of the job.
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After undertaking the screening process of individual who cleared all the requirements
they are further facilitated towards assessment centre of Tesco which is mainly run by manager.
All these measures allow Tesco to hire best and talented candidates through which they can
maximize efficiency of their work force in order to enhance organisational profitability and
productivity.
Effectiveness of recruitment and selection process for TESCO
Recruitment and selection both the procedure proves to be effective for company that
enhances their business performance, efficiency and growth. It also allow management to
undertake business strategy for employees and organisation benefits through which they can
increase the productivity at great extent (Nickson, 2013). Management of Tesco undertake use of
best strategy as well as practices for recruitment and selection process in order to hire, interview,
train, candidates for job vacancy.
Effective selection reduce expenses on training:
Organisation are required to provide training and development measures to newly hired
candidates in order to make them compatible with entity operations and functioning. However,
by undertaking use of best recruitment and selection procedure Tesco effectively reduces their
unnecessary time and funds for different type of training process that automatically enhances
profitability level.
Selection of right candidate increase job satisfaction:
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Essential and crucial benefit that selection and recruitment process allow to an
organisation is that they hire or select suitable candidates for job performance and place them
accordingly to their talent and skill. It not only enhances their work performance but also
maximizes the self motivation that automatically increases that job satisfaction. Tesco
management effectively ensure that undertakes selection and recruitment procedure in which
they select right candidate for right job in order to further facilitate maximum satisfaction in their
performance.
According to the evaluation it has been identified that management of Tesco make sure
that they take advantage of effective selection and recruitment process in order to hire candidates
by considering all the essential regulations and policy measures that falls under employment law.
Along with this TESCO also ensure that employees in their workplace structure do not get
discriminated on any basis in recruitment and selection process (Kehoe and Wright, 2013). A
case law is being mentioned below that facilitate and employer to have sure that it does not
discriminate any candidate on any basis for example disability.
Disability discrimination in recruitment
Government Legal Service v Brookes (EAT)
According to this case, it is essential for entity to offer facility of their job applicants in
which they are required to go through by an multiple-choice of online psychometric. However, in
this it has been identified that one of the applicant, suffering from the disease name Asperger’s
syndrome asked from the employer that they could submit their answers as a short narrative due
to her condition (Purce, 2014). In this employer refused applicant request by saying that they did
not have any other form of alternative test facility available. In this, application claims for
indirect disability discrimination, a failure to make reasonable adjustments and discrimination
arising from disability.
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As per according to this cases, which is associated to Disability discrimination in the
process of selection and recruitment, employer is required to have flexible for of undertakings as
well as measures during their recruitment and selection methods.
LO 2
How the chosen business manages the development of its employees, different talent
management strategies and responsibilities of the employees as well as employers
Employee development is activities that are conducted by organizations not only help in
their overall growth but also significantly contribute to the development of employees. Tesco
considers its employees to be the biggest assets and thus manages their overall development.
Employee development can be defined as a process wherein the employees of a company
undergo training programs with the support of their employer in order to enhance their existing
skills and acquire new ones. Respective company offers various development opportunities to its
employees to advance their careers. Professional training is offered not only to the new hires, but
also to the existing employees (5 Ways To Improve Employee Development At Your Company,
2020). Employees who work remotely and cannot attend the training are offered training online.
Apart from this, the managers act as coaches and offer guidance to the employees by interacting
and having conversations with them on a regular basis.
Employees across different departments are encouraged to come together in order to
work on a particular project. This not only contributes to their development, but also helps in
bridging the gap between different cultures(Banfield, Kay and Royles, 2018). If there is any
situation of discrimination among the employees, the management of the company takes
appropriate action in order to address the same. The management of Tesco believes that soft
skills play an important role and act as competencies for an individual. Therefore, the employees
get an access to different opportunities wherein they can interact and network with other people.
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This helps in the development of relationship skills and an ability to communicate
effectively.The managers and team leaders are responsible for review the performance of the
employees and providing them constructive feedback so that they know about their strengths and
areas that they need to work on. This further leads to an overall enhancement in their
performances as well as levels of productivity.
Talent Management can be defined as a strategic process that is used by organizations in
order to ensure that people with the right talent are hired who help it in attaining goals and
objectives. It is a constant process that involves attracting highly skilled and qualified employees
to work for the company as well as retaining them(Berman and et. al., 2019). There are various
talent management strategies that can be used by an organization to ensure that right talent is
hired for the company. Some of the examples of these strategies include providing training and
development opportunities to the employees continuously, recognize and reward employees who
put in extra efforts in getting tasks done etc. One of the best practices of talent management that
are adopted by Tesco is providing training (Guest,2017). For example, the company conducts
professional training and development sessions to ensure that the employees’ skillset is up to
date. This has also helped the company in retaining its employees for a longer time. Also, during
the recruitment and selection process, the human resource department pays attention to
developing a detailed and clear job description.
The managers as well team leaders within the company also act as mentors which is
important to keep the employees satisfied as well as engaged to their jobs. Apart from this,
constructive feedback is offered by the managers to their respective team members regularly.
This helps in creating trust between the employer as well as the employees. Tesco recognizes and
rewards employees who put in efforts to complete a task. This helps in making them feel
recognized, important as well as appreciated. For example, Tesco offers both monetary as well as
non-monetary benefits to the employees which includes a hike in the salary, bonus etc.
Therefore, talent management plays an important role within the company and helps it in
attracting as well as retaining the best talent(Chelladurai and Kerwin, 2018). This further
contributes to its overall performance as well as productivity. As a result, the employees are
more satisfied and engaged in their jobs due to which they generate the desired result.
Both employer as well as employees play an important role in helping the organization to
succeed and attain its goals. The employers are responsible for making sure that the work areas
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within the company as well as the machinery are kept safe. They are also responsible for
providing training to the employees and monitoring their performance. One of the other
responsibilities of employers at Tesco is to make sure that the employees are informed about the
potential risks that can have an influence. Employers within the HR team at Tesco are
responsible for conducting the recruitment and selection of skilled and experienced
people(Delery and Roumpi, 2017). Whenever new employees are hired by the company, the
employers make sure that they receive the right induction training so that they gain an
understanding of the different processes within the company. As an employer, it is important that
all the subordinates as well as team members are engaged to their jobs. Also, they encourage the
team members to share their ideas and thought during the decision-making process.
Not only the employers, but the employees within an organization also have certain
responsibilities. Employees at Tesco are responsible for doing and completing the work that they
were hired to do. They should do it in an effective manner and help the company in attaining its
goals and objectives. The employees are also responsible for adhering to different legislation and
rules of the company. Also, they are expected to participate in the various performance and
development plans, discussions that are organized by the company. This helps the managers in
assessing their talent as well as provide effective feedback. The employees are also responsible
for their work and completing an assigned task within the provided time frame. They should
report to work in accordance with the working hours. They also have the responsibility of keep
updating their skills as well as knowledge so that they are in sync with the latest trends
implemented by the company within the workplace.
Talent Management is an important aspect for an organization as it helps it in attracting
as well as retaining the best talent. Tesco is considered to be one of the best organizations to
work for by people. The company not only provides various opportunities to its employees to
develop as well as acquire new skills. There are different approaches that are adopted by the
respective company, like developing job descriptions, providing different development
opportunities, performance assessment etc. the job descriptions that are developed clearly
explain the roles and responsibilities. It is made sure that all the necessary details are mentioned
in the job description for the people who will be applying. The company follows an inclusive
approach to talent management wherein main focus is paid on to the strengths as well as skills of
the employees.The managers and team leaders help their team members in identifying their
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respective strengths so that they are more engaged to their respective jobs(Kianto, Sáenzand
Aramburu, 2017). Apart from this, regular performance assessments are conducted wherein the
management assesses the work that is done by an employee.
Performance assessments also help an employee in understanding how can they improve
their performance. For a company to hire a candidate who is exceptionally talented, skilled an
experienced, it is important for it to offer a compensation that is impressive. Apart from this,
employees should be provided with various health care benefits as well as additional perks which
can include free parking, rewarding the employee of the month etc. Therefore, talent
management is important to ensure the overall success as well as increase in performance of the
company. Tesco adopts various approaches to talent management that have helped it in attracting
as well as retaining the best talent in the industry (Soltis, Brass and Lepak, 2018). This further
leads to an increase in the overall levels of motivation of the workforce and an improvement in
their skills that continues to stay with the company for a long period of time.
LO3
HR systems and processes within TESCO
In order to make reduction in the risk level, organisation is required to take use of effective
HRM processes and system in terms with Tesco management undertake utilisation of day-to-day
management processes as to make sure formative relationship between employees and managers
(Pattanayak, 2018). Along with HR manager of Tesco have responsibility to ensure that all the
essential HR activities and functions research activities are continuously operating in an effective
manner as to manage human resources of entity in a define way.
Performance management:
This is one of the most important measures that Tesco ensure which further allow them to
accomplish their objectives in time effective manner in order to manage employee’s performance
(Foster, 2014). Manager of Tesco take advantage of all the essential three stages of performance
management that are coaching, corrective action and termination. Along with this, in order to
increase employees performance and their day- to -day efficiency entity provide different type of
training measures in order to maximize their competency skill and potential. Performance
management play a crucial role in Tesco through which entity enhances productivity and
profitability of both employees and company.
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Sickness and grievance :
This aspect is having maximum impact on functioning of entity, this has been evaluated
that employee grievance has direct impact upon organisational policies working condition and
personality trait of employees (Kim, 2012). While sickness or absence impact on company
productivity and can further affect negatively on entity profitability. In this HR manager of
Tesco ensure that they provide health and safety at workplace atmosphere, health facilities to
employees along with their family members and other essential insurance policy in order to
enhance sense of belongingness among employees towards company.
Possible improvement bases on good practice models
Employee’s performance is having significant impact of upon entity profitability. IN this
Tesco take advantage of wide range of tractors models in order to make significant improvement
in work and motivation of employees. For this entity provide positive and healthy workplace
atmosphere and offer them periodical training to fulfil their skill gap through which employees
perform their operations in a feasible manner.
By taking advantage of performance management system Tesco assure maximization in
performance of employees that enhances company productivity and brand image in respective
industrial sector (Chelladurai and Kerwin, 2017). Management of company use of best practices
efficient HR system and processes in order to provide day- to-day assistance to employees to
make further increased in their performance level.
CONCLUSION
According to the given report, this has been concluded that human resource management is a
crucial element for an organisation that allows them to manage their employee’s performance on
daily basis in effective manner. In this entity is required to ensure that their recruit and select
employees from external or internal process without any discrimination and place right candidate
in right job in order to utilise their skill and efficiency for entity profitability and productivity.
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REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?.Human Resource Management
Journal. 27(1). pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management Annals.
12(2). pp.537-573.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp. 43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp. 257-279.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pattanayak, B., 2018. Human resource management. PHI Learning Pvt. Ltd..
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Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Online
5 Ways To Improve Employee Development At Your Company. 2020. [Online]. Available
through:<https://www.15five.com/blog/how-do-i-improve-employee-development/>.
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