Managing People in Organisations: Tesco Plc Case Study

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Managing People in Organisations
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Table of Contents
Introduction...................................................................................................................... 3
Main Body........................................................................................................................ 4
Task I: Recruitment and Selection process..................................................................4
Task 2: Induction and Training...................................................................................11
Task 3: Motivation Theories....................................................................................... 13
Task 4: Individual behaviour at work and effective teamwork.....................................15
Conclusion..................................................................................................................... 18
Reference List................................................................................................................ 19
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Introduction
In an organisation the managing of people enables the company to analyse the
interrelation between the actions of the management, management of human resources
and employee relations in the strategy of business (Martin and Siebert, 2016). Tesco
plc, headquartered in England, UK is a British general merchandise retailer and
groceries. It is a multinational dealing in convenience shop, hypermarket super store
and supermarket. The net income of the company as on 2019 is £1,320 million
(tesco.com, 2019). In this study, the operation of managing people would be analysed
considering their recruitment, selection, training and development programme. It would
also evaluate the theories that affect the individual behaviour and the effective
teamwork that help in the efficient functioning of the company.
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Main Body
Task I: Recruitment and Selection process
Explain the recruitment and selection process followed by your chosen
organisation and also prepare Job Advertisement Documentation related to a
specific position within your organisation. The job advert should include a job
description and person specification and other relevant information.
In an organisation the entire process of inviting, grading, electing and assigning
appropriate candidates for a job is known as recruitment and selection process ( Noe et
al., 2017). Tesco is in the practise of distributing employment through external and
internal recruitment (tesco.com, 2019).
External recruitment
The evaluation of a job candidate who is not from the existing environment of the
company is known as external recruitment. Tesco generally is more inclined towards
external environment as it believes in the principle of exploring young and fresh talents
(tesco.com, 2019). The company uses external sources like advertisements in
newspapers for attracting candidates for external recruitment. Moreover, the company
takes the help of employment agencies and even referrals from existing employees
are considered. Often the company conducts campus in colleges to attract young
talents from the company. Walk in and E-recruitments are also practised for external
recruitment in the company.
Internal recruitment
The procedure of analysing and inviting candidates from a particular enterprise to
another position within the same enterprise is known as internal recruitment. Tesco
uses this strategy to decrease the rate of its labour turnover (tesco.com, 2019). As this
kind of recruitment increases the confidence of the employees in its company, Tesco is
able to hold its most experienced and talented personnel. In internal recruitment, the
company post the job requirements in its websites. It also considers the dependents
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of the deceased and retired employees for its job requirements. Moreover, the
company performs the internal requirement by transferring and promoting the
existing employees.
Selection Process
The company selects applications received from the job advertisement posted in
Tesco company website and other sources of media such as national press. The
company does special screening of the received application and elects candidates for
telephonic interview. The other methods of the selection process are group
discussion and personal interview. The candidates take part in group discussion
conducted by the company. In this method the company evaluates certain mental
characters of the candidates such as their confidence. The personal interview of the
company is conducted in the assessment centre. In the face to face interview the
company takes situational interview, structured interview, unstructured interview
and semi structured interview. Tesco also applies the method of medical check up
to evaluate the mental and physical fitness of the employees. This helps the
company to employ the workers who are physically fit and would not fall sick very often,
so that functions of the company are not affected (tesco.com, 2019).
Job Advertisement for the post of Operation Manager in Tesco Plc
Tesco, the popular merchandise British retailer is a growing concern. We are seeking
for well qualified and skilled individual for the post of Operations Manager in our
company situated at Welwyn Garden City AL7 1GA, England, United Kingdom. A
decent and attractive incentive and salary package would be offered.
Responsibilities
 Direct and manage daily operations to achieve the targets of business.
 Providing back up in updating and developing standard procedures of operating
for all activities of business.
 Aim at building robust relationships with the external parties by addressing to
their complaints and issues in appropriate time.
Requirements
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 The candidates should have:
 Degree of Bachelor in operations management
 An experience of at least 4 years in the operations manager
 Should be able to analyse the cash flow management, balance sheet and profit
and loss
Interested candidates are requested to send their resume with photograph by
31st August 2019 on [e-mail]
Table 1: Job advertisement of Operation Manager
(Source: Created by learner)
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Job title Operational Manager
Department/Section Human Resource Department and management team
Main purposes of job
1. To maintain the flow of
production and sales
2. To address the
customer grievance
timely.
1. The main purpose of the operational manager would
be to maintain the continuous flow of production and
sales to ensure smooth functioning of the company.
2. He/She should have the potential to address the
customer grievances effectively and efficiently.
Key tasks
1. Management of raw
materials
2. Management of
personnel.
1. The chief role of the operational manager would be to
manage the production department ascertaining the
requirements and supply of raw materials.
2. It will be the duty of the operational manager to
manage the personnel by assisting them in the daily
operations.
Key results/objectives
1. Continuous supply of
productions
2. Plan staff development
1. Main objective of the operational manager would be
to maintain a continuous supply of raw materials and
inventory.
2. The manager should be competent enough to adopt
policies and procedures for the development of staff.
Responsible for
staff/equipment
1. Smooth functions
2. Maintenance of
equipments
1. The manager would be responsible for smooth
functions of the management.
2. It is the responsibility of the management to maintain
the equipments in good conditions.
Reporting to…
(name and title of line
manager)
Mr. Dave Lewis
Chief Executive

Table 2: Job specification of Operation Manager
(Source: Created by learner)
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Criteria Essential Desirable
Qualifications Bachelors degree
in operations
management
Bachelors or
postgraduate
degree in
finance.
Skills/competencies Effective
management and
supervision skills
Candidates
competent
enough to work
in extreme
pressure.
Knowledge Knowledge in
operational
management
Knowledge of
finance and
budget.
Previous experience Experience of
working in
operation
management
Experience of
working in the
finance field for 3
years.
Experience
Required
Experience of 3
years
Should be
presently
working
Special attributes Ability to read,
understand
prepare financial
statements
Ability to prepare
annual report of
the company.
Personal qualities Good
communication
skills and
Multitasking
Should be
technically
sound

Table 3: Person Specification of Operation Manager
(Source: Created by learner)
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Task 2: Induction and Training
Importance of Induction and training programmes including possible obstacles
faced by an organisation during induction and training processes and solution to
overcome those obstacles
Tesco Plc conducts many training programme to support the employee in new job.
Training process is important to commence the new employees within the company and
its operations. It is also important for the existing employees so that they can update
and upgrade themselves as per the changing strategies of the company. Similarly, the
induction programmes minimises the anxiety and stress of the new job in the employees
and makes them the part of the organisation. Moreover, it also enables to create a
healthy relation between the employers and the workers. The company gives On the
job training and Off the job training. On the job training defines the job duties,
rotation, monitoring, staff developments and special assignments. In off the job
training the company conducts advance management programmes and short
seminars and courses. The company has been training its new and existing
employees that have helped in increasing their efficiency in delivering the desired
results (El-Shamy, 2016).
The training process faces some challenges. The training process faces the problem of
inconsistent training. As a wide number of trainers are involved in the training
process, inconsistency is quite possible. Tesco should prepare a standard curriculum
that would mention the inputs of the training to be imparted. The trainers would use
consistent training styles all over the world to impart training. Therefore, all the trainers
would train as prescribed in the standard curriculum. The workforce is flexible and
mobile and this is another problem of the training process. Along with flexible and
mobile workforce the training process should also be made flexible and mobile.
Technological development can help in designing such flexible training patterns
and designs (Anderson et al., 2017).
The company has been facing challenges in induction programmes as well. The most
prominent problem arises in Role of job clarity. An employee fails to deliver when he is
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not clear about his job. Therefore the on board training process should try and fit in the
need of new employees so that they are able to understand and accept the
responsibilities quickly and efficiently. Further, the new employee should be instructed
to socialise in the company environment as that would help him to clear his job role.
Lack of co ordination between the new hires and the new managers is another
problem that arises in the induction process. This problem can be tackled by the policies
adapted by the HRM department that acts as a podium between the workers and the
employers (Anderson et al., 2017).
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