Tesco's HRM: Recruitment, Selection & Motivation Strategy Analysis

This report provides an analysis of Tesco's human resource management strategies, focusing on recruitment, selection, and motivation. It begins by outlining Tesco's existing recruitment strategy, which includes internal talent planning and external recruitment practices, emphasizing cost-effectiveness and simplification. The selection procedures involve evaluating CVs, conducting telephonic interviews, and holding final in-person interviews at the store level. The report then discusses Tesco's motivation strategies, primarily based on Maslow's hierarchy of needs, addressing physiological, safety, love and belongingness, esteem, and self-actualization needs. Furthermore, the report identifies challenges within Tesco's recruitment, selection, and motivation strategies. Finally, the report recommends improvements with justifications for enhancing the effectiveness of these HRM practices at Tesco. Desklib provides a platform for students to access similar solved assignments and past papers.

INDIVIDUAL PROJECT

Table of Contents
1. Introduction..................................................................................................................................3
2. Discussion and Analysis..............................................................................................................3
2.1 Company's existing recruitment strategy...............................................................................3
2.2 Company's selection procedures............................................................................................4
2.3 Company's existing motivation..............................................................................................6
2.4 Challenges identifies within recruitment, selection and motivation strategies......................8
2.5 Recommended improvements and justifications...................................................................9
3. Conclusion.................................................................................................................................10
4. References..................................................................................................................................11

1. Introduction
Human resource management is an effective area which is useful in order to manage the
workforce of an organization with the help of different practices and procedures which are
crucial for the development of the business environment. Various strategies are adopted by
businesses in order to grow and create better opportunities for their employees in order to
enhance their performance and achieve better results in the industry (Butterick and Charlwood,
2021). HRM practices are conducted by the businesses in order to motivate their candidates and
increase their overall productivity in the business environment. With the help of these factors the
organizations are able to generate better quality of output and enhance their success
opportunities.
The current report is based on Tesco which is a popular organization in the retail sector of UK.
The organization has gained massive competitive advantage and expanded its market share with
their help of its consistent performance in the industry. This company has highly professional
candidates which are dedicated towards the organizational aims and objectives. This report will
explain the existing recruitment strategy of Tesco, selection procedures of the company, existing
motivation of the organization, challenges faced with selection, recruitment and motivation
strategies of the company and recommendations for improvement with their justification.
2. Discussion and Analysis
2.1 Company's existing recruitment strategy
Recruitment is a primary and one of the mist important aspect of the overall human
resource management strategy of different companies in a business environment. It is important
for Tesco to develop a suitable strategy for increasing the overall number of high quality
professionals in their workforce (Harney and Alkhalaf, 2021). This is highly essential for
recruiting the right candidate for the business in order to increase the overall success of the
organization to grow and achieve better performance in the overall industry. The recruitment
strategy of Tesco includes:
Considering internal talent plan
The primary focus of Tesco is to provide employment opportunities for their employees
which are looking for a move from their current job role to any other position in the company.
Intranet is effectively used by the organization to circulate the information of these vacancies in
their business environment (Paulet, Holland and Morgan, 2021). This provides a better

advantage to the employees of Tesco to have the availability of the opportunity before it is
advertised in the market. There are more chances for the current employees to get selected in
comparison with the other candidates which may apply through external sources.
External recruitment practices
Tesco gives sheer emphasis on identifying the empty positions which needs to filled in order to
manage the work of the business specifically. After finding the need for a required role in the
company the specific skills and qualifications which are needed for that role is specified (Ren,
Jiang and Tang, 2022). This is done in order to clarify the appropriate requirements which are
necessary for the business to select their candidates appropriately. The job advertisements are
prepared and published on various platforms like newspapers, television, magazines and social
media platforms. This is beneficial for generating awareness among people about the vacancies
which are open in Tesco and helps candidates to apply and fulfil their needs through the
business.
All the required information for these opportunities are available at the careers page of
Tesco which is helpful for the applicants to have a knowledge of the requirements which are
necessary for getting selected in Tesco. Cost-effectiveness is a priority at Tesco which
differentiates the application process of this organization from others in the industry.
Simplification of different aspects is promoted for providing a better understanding of the
different areas of the applicants which is necessary for choosing the right candidate for the
suitable role in the organization (Lei, Khamkhoutlavong and Le, 2021). The company has
developed a simple recruitment procedure which is effective for organizing the recruitment
drives successfully. The candidates can be easily invited for giving an interview and have high
chances of getting selected if they are meeting all the requirements which are provided in needed
in their job role. The efforts of the company is to eliminate chaos and establish an effective
environment where the candidates find it suitable to be a part of the organization.
2.2 Company's selection procedures
Evaluating CV of candidates
In the first stage curriculum vitae of the candidates is briefly analysed for getting an
overview of the unique qualities which are present in the candidates. Educational background f
the candidates and their experiences are given due diligence for deciding if the candidate can be

a perfect match for the job role (Stahl and et.al., 2020). All the applications what are received by
Tesco and duly analysed in order to enhance the overall skills and qualifications which are
adhered by the candidates. With the help of this step, the business is able to segment the
candidates which are ideal for the organization and have a chance of getting selected in the
interview.
The applications of candidates are carefully screened by the organization in order to
develop better insights and enhance the performance of the business (Islam and et.al., 2020).
There are different aspects which are to be monitored by the business while evaluating the details
of their candidates which has a positive impact on the overall success of the business to select the
best candidates for their company.
Telephonic interview
A telephonic interview is taken by the organization to shortlist their applicants and
understand what are the key highlight s about their personality and previous job role. This is a
brief introduction which is taken by the company of the candidates in order to get an overview of
the candidates and increase the overall success of the company to carry forwards with the people
which have an attractive background and are considered to be favourable for the company.
Final interview in the store
HR personnel organizes in-person interviews of the selected candidates in stores in order
to have a face to face conversation with them. Their interests and achievements are discussed in
detail in these meetings which is aimed at increasing the overall confidence of Tesco in the
people that they are willing to select for their business (Ababneh, 2021). This is last step in
recruitment strategy of Tesco which is helpful for the company to choose their desired candidates
and fulfil their requirements.
The selection process of Tesco is designed in a way to select the most suitable candidates
for competition of the job. Proper consideration is given to the contributions which can be made
by a candidate in the overall development of an organization. This system is effective in order to
increase the overall productivity of the business to choose the right candidates for the job (Singh
and et.al., 2021). There are different activities which are undertaken by the businesses to grow
and achieve success in the industry. These activities are helpful in increasing the chances for
selection for the candidates and enhanced their overall experience to be a part of the company.

With the help of their selection process, the organization may have segmented their practices
which is beneficial for them to simplify their processes.
2.3 Company's existing motivation
Tesco cares for its employees and tries to motivate them in order to maximize the quality
of output which is achieved by them in the business environment. Efforts are made by the
management of Tesco to improve the satisfaction levels of the candidates and provide them with
better opportunities to gain a significant understanding of different aspects which are crucial for
their overall development. The Maslow's hierarchy of needs is an appropriate framework which
is used by the organization n order to enhance the motivation levels of the employees in the
industry (Rezaei, Zargar and Hematian, 2020). This theory is aimed at specifying specific needs
which are necessary for increasing the overall performance of the employees in the industry.
These needs are as follows:
Physiological needs
These are considered as the most basic needs which are essential for employees in order
to live peacefully. These needs include food, water, clothing, cleanliness etc. which is necessary
for the employees in order to manage their satisfaction levels towards the business. These
requirements are given due focus by the company to fulfil the basic needs of the employees and
increasing the overall performance of the business in the industry (Duggan and et.al., 2020).
These are the most common and majorly required needs which are to be considered by the
business in order to gain the trust of their employees and provide the with better assistance to
conduct their business practices.
Safety needs
A secure working environment where employees have safety and security of their work
and income is desired by them for sustainability. Effective control needs to be made on these
aspects in order to increase the overall convenience which is caused to the candidates due to
these aspects. This may includes financial security, personal security, environmental protection
etc. which is necessary for employees to conduct their daily activities freely (Manzoor and et.al.,
2019). Appropriate services are provided by Tesco to their employees in order to increase their
trust on the business and motivate them to make their contributions for the success of the
business. With the help of these efforts, the business is able to grow and achieve better success in
order top retain their high performing candidates in the company.

Love and belongingness needs
A positive working environment is always desired by employees where people have a
sense of empathy against each other. Belongingness needs may include trust, friendship,
affection, companionship etc. which may have a positive influence on the psychological well-
being of the employees. It is important for businesses to instil these factors in their business
environment in order to enhance the overall motivation of the candidates towards the
organizational goal (Donnelly and Johns, 2021). Emotional connection of employees to their
working environment is important in order to maximize their overall results. Tesco considers
these aspects to be important for the overall development of the business environment and
provides better opportunities for their candidates to develop a healthier culture at the
organization.
Esteem needs
The esteem needs are considered as an integral part of the overall hierarchy of needs
which is helpful for the employees to gain a sense of respect and achievement at their workplace.
This is beneficial for improving overall morale of the employees to perform their daily tasks
appropriately. Aspects like dignity, independence, reputation are important for the employees in
order to enhance their performance and gain better advantage which is beneficial for them to
grow (Cheng and Hackett, 2021). Tesco focuses on respecting their candidates and increasing
their performance by increasing their respect and dignity in the business environment. This is
beneficial for increasing the trust of employees towards the aims and objectives of the business
in the industry.
Self-actualization needs
These are at the top-most level in the Maslow's hierarchy of needs where the personal
potential of the employees is recognized by themselves. The desire to achieve success and ensure
better performance of the employees which is crucial for enhancing their opportunities to grow in
the business environment (Hameed and et.al., 2020). The motivation in employees to fulfil their
personal aspirations and gain better advantage is required by them to enhance their overall
performance in the industry. Tesco has provided a suitable environment to their employees in
order to enhance their overall actualization needs and providing them with better opportunities to
grow and achieve better productivity in the business environment.

2.4 Challenges identifies within recruitment, selection and motivation strategies
There are several issues and challenges that have a negative impact on the overall
recruitment and selection process. These may have a negative influence on the overall success of
Tesco to improve the quality of their workforce for better success and development in the
industry. Unavailability of the right set of candidates in the market labour pools is considered as
a major factor that has a negative influence on their performance of the business in the industry.
This may create difficult for the business to choose the suitable candidates which can contribute
towards enhancing the achievements of the business in the competitive environment (Manuti and
et.al., 2020). Losing the desired candidates to competitors is another such challenges which
creates difficulty for the business to carry out their recruitment process successfully. Due to these
aspects the business is unable to hold the candidates in their current employment and fulfil their
requirements which is necessary n order to grow in the business environment. This may have ba
negative influence on the sustainability of the business.
Selecting the most suitable candidate can sometimes become a tedious task for the
company due to biasses which may have a negative influence on the selection processes. The
interviews may have a biased behaviour towards certain candidates which is not appropriate for
conducting a fair selection practice. Judging candidates on the basis of their backgrounds, region
etc. may impact the composition of the employee pool in the organization (Chen and et.al.,
2021). This is a major challenges which may reduce the diversity in the company and cause
difficulty for the business to select high potential candidates. Less investment in the recruiting
process by the management makes it difficult for the business to conduct their recruitment and
selection practices freely. There are bound to select candidates which have a low profile and
have weak skills in comparison with the requirements of the business.
The training and development activities which are organized by the business for their
candidates are expensive which creates difficulties in the overall management. These practices
may have a major effect on the profitability of the company (Lopez-Cabrales and Valle-Cabrera,
2020). Due to this, the organization may make changes in their business environment and reduce
the opportunities which are provided to the candidates having a negative impact on the
motivation levels of employees in the business. Identification of issues is another such challenge
which may be faced by the organization that acts as a barrier in order to motivate the employees.

Lack of appropriate systems to communicate with the employees and understand their
grievances has a negative influence on the overall motivation levels of the employees. This may
reduce their interest in contributing towards the organizational goals and reduces the chances of
the business to grow (Liboni and et.al., 2019). This may have a major impact on the
sustainability of the business which is restricted due to the regular issues and challenges that are
faced by the candidates in order to improve their success opportunities in the industry.
2.5 Recommended improvements and justifications
It is necessary for Tesco to identify the challenges and issues which are faced by their
employees in the business environment in order to mitigate them properly. This will be
beneficial for the company to develop better relationships with their employees and grow in the
business environment. These are as follows:
 Appropriate systems needs to be installed by the organizations to connect with their
candidates and identify the challenges which are faced by them in order to increase their
motivation towards the organizational aims and objectives (Ererdi and et.al., 2022)
(Nikolaou, 2021). This can be effective for the company to bring a suitable change in
their company and achieve sustainable growth with the help of these factors. This can
resolve the problems which have been faced by the candidates and provide better
satisfaction to them in order to work with their full potential towards the success of their
organization.
 Keeping a track on their expenses and developing effective strategies for providing
suitable training and development needs can be another beneficial improvement by the
company. This can provide the organization with better opportunities to increase the
personal and professional skills of their candidates and improve their overall productivity
in the industry (Ore and Sposato, 2021). With the help of this factor, the employees will
be able to understand the requirements of their job role appropriately and provide their
best efforts for the success of their organization. It is important for the organization to
understand these problems and increase the overall success of the business in the
competitive business environment.
 The organization should focus on expanding their diversity and find candidates which are
required for a particular job role. Tesco can explore external labour markets in order to

procure candidates and enhance their talent pool significantly. This factor may have a
positive influence on the overall performance of the business in the competitive business
environment (Rozario, Venkatraman and Abbas, 2019). This will provide better
opportunities for the company to improve their decision-making process. The ideas and
suggestions of people from varied backgrounds are unique which can enhance the overall
performance of the business in the competitive industry.
 The organization can focus on eliminating bias from their business environment and
create positive working facilities for their employees to grow (Donohue Jr, 2021). This
will be beneficial in creating a suitable environment for the employees where they are
satisfied with the efforts of their company and can contribute towards their organizational
aims and objectives willingly. With the help of these factors, the business will be able to
grow and enhance their productivity in the retail industry.
3. Conclusion
From the above report, it has been analysed that the organization has a suitable
recruitment strategy which is beneficial for increasing the chances of selecting the desired
candidates for the company. The business selects their candidates by inviting them through
different channels in order to establish a fair and foremost practice (Klepić, 2019). This practice
of the organization ha been crucial in order to select the candidates that have shown the best
results in the selection process. There have been various opportunities that are provided by the
company to their employees that are crucial for increasing their morale. This is an essential
practices which is undertaken by Tesco for engaging their candidates towards the organizational
goals and generating better quality of output in the industry.
There have been several challenges that are faced by the company in order to manage
their recruitment and selection process. Due to this factor, the productivity of the company has
been reduced which is a negative aspect in the overall success and development of the business.
Appropriate recommendations have been suggested which can be useful for the company to
grow and enhance their quality of output in the competitive business environment.

4. References
Books and journals
Ababneh, O.M.A., 2021. How do green HRM practices affect employees’ green behaviors? The
role of employee engagement and personality attributes. Journal of Environmental
Planning and Management, 64(7), pp.1204-1226.
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we stop
making a bad situation worse?. Human Resource Management Journal, 31(4), pp.847-
856.
Chen, S. and et.al., 2021. Effect of employees’ perceived green HRM on their workplace green
behaviors in oil and mining industries: Based on cognitive-affective system
theory. International Journal of Environmental Research and Public Health, 18(8),
p.4056.
Cheng, M.M. and Hackett, R.D., 2021. A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review, 31(1), p.100698.
Donnelly, R. and Johns, J., 2021. Recontextualising remote working and its HRM in the digital
economy: An integrated framework for theory and practice. The International Journal
of Human Resource Management, 32(1), pp.84-105.
Donohue Jr, R.H., 2021. Shades of blue: A review of the hiring, recruitment, and selection of
female and minority police officers. The Social Science Journal, 58(4), pp.484-498.
Duggan, J. and et.al., 2020. Algorithmic management and app‐work in the gig economy: A
research agenda for employment relations and HRM. Human Resource Management
Journal, 30(1), pp.114-132.
Ererdi, C. and et.al., 2022. International HRM in the context of uncertainty and crisis: A
systematic review of literature (2000–2018). The International Journal of Human
Resource Management, 33(12), pp.2503-2540.
Hameed, Z. and et.al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management, 60(1), pp.5-29.
Islam, T. and et.al., 2020. Promoting in-role and extra-role green behavior through ethical
leadership: mediating role of green HRM and moderating role of individual green
values. International Journal of Manpower.
Klepić, I., 2019. Correlation of recruitment and selection of human resources and the
performance of small and medium enterprises. Naše gospodarstvo/Our economy, 65(4),
pp.14-26.
Lei, H., Khamkhoutlavong, M. and Le, P.B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge Management.
Liboni, L.B. and et.al., 2019. Smart industry and the pathways to HRM 4.0: implications for
SCM. Supply Chain Management: An International Journal.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3), p.100689.

Manuti, A. and et.al., 2020. “Everything will be fine”: A study on the relationship between
employees’ perception of sustainable HRM practices and positive organizational
behavior during COVID19. Sustainability, 12(23), p.10216.
Manzoor, F. and et.al., 2019. An examination of sustainable HRM practices on job performance:
An application of training as a moderator. Sustainability, 11(8), p.2263.
Nikolaou, I., 2021. What is the Role of Technology in Recruitment and Selection?. The Spanish
journal of psychology, 24.
Ore, O. and Sposato, M., 2021. Opportunities and risks of artificial intelligence in recruitment
and selection. International Journal of Organizational Analysis.
Paulet, R., Holland, P. and Morgan, D., 2021. A meta‐review of 10 years of green human
resource management: is Green HRM headed towards a roadblock or a
revitalisation?. Asia Pacific Journal of Human Resources, 59(2), pp.159-183.
Ren, S., Jiang, K. and Tang, G., 2022. Leveraging green HRM for firm performance: The joint
effects of CEO environmental belief and external pollution severity and the mediating
role of employee environmental commitment. Human Resource Management, 61(1),
pp.75-90.
Rezaei, B., Zargar, S.M. and Hematian, H., 2020. The Impact of Green HRM Dimensions on
Sustainable Organizational Development.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection
process: An empirical study. Challenges, 10(2), p.35.
Singh, S.K. and et.al., 2021. Knowledge-based HRM practices and innovation performance:
Role of social capital and knowledge sharing. Journal of International
Management, 27(1), p.100830.
Stahl, G.K. and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review, 30(3), p.100708.