Analysis of TESCO's Recruitment and Leadership Report: Module X

This report provides a comprehensive analysis of TESCO's recruitment and leadership practices. It begins with an overview of the documentation required for selecting and recruiting new staff, including job descriptions and person specifications. The report then delves into the legal, regulatory, and ethical considerations that impact the recruitment process, highlighting the importance of fair and non-discriminatory practices. It also details the steps involved in the selection process, including the roles of HR managers and interviewers. Furthermore, the report explores the skills and attributes essential for effective leadership, differentiating between leadership and management styles, and discussing various approaches to employee motivation. The analysis extends to the benefits of team working, strategies for conflict resolution, and methods for assessing team effectiveness and individual performance. The report emphasizes the significance of human resource forecasting, action plans, and the importance of adapting leadership styles to different situations. Finally, the report concludes with an overview of the key findings and recommendations related to TESCO's recruitment and leadership strategies.

WORKING WITH
AND LEADING
PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit a new member of staff.................................................1
1.2 Impact of legal, regulatory and ethical consideration on recruitment and selection process3
1.3 Take part in selection process...............................................................................................4
1.4 Own contribution in selection procedure..............................................................................5
TASK 2............................................................................................................................................6
2.1 Skills and attributes required in leadership...........................................................................6
2.2 Difference between leadership and management..................................................................7
2.3 Various leadership styles for different situations..................................................................8
2.4 Ways to motivate employees for achieving objectives.........................................................9
TASK 3..........................................................................................................................................10
3.1 Benefits of team working....................................................................................................10
3.2 Working in a team as a leader towards specific goals for dealing with conflict.................10
3.3 Review of effectiveness of team.........................................................................................12
TASK 4..........................................................................................................................................12
4.1 Factors involves in planning the monitoring and assessment of work performance..........12
4.2 Plan and deliver the assessment of the development needs of individuals.........................13
4.3 Evaluation of success of assessment process......................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
.......................................................................................................................................................17

INTRODUCTION
Team work is very important for the success of company because if people will perform
with proper coordination then they will generate positive result for the organisation. Working
with leading people tells the way to work with other people which helps in increasing the
leadership quality (Brookfield, 2010). This project is based on TESCO which is very popular in
UK and is also the largest retailer in United Kingdom. This assignment will tell about the
documents which are prepared at the time of hiring of a new person and will also assess the
impact of legal, regulatory and ethical consideration to the recruitment and selection process. It
will also state about the skills and attributes that should have in every leader. There are various
types of styles which can be adopted by a manger or leader to handle the situation.
TASK 1
1.1 Documentation to select and recruit a new member of staff
Human resource assessment- When dealing with the assessment of the brand new
recruitment needs for the organisations it is vital to starts with external analysis such as PESTL
along with the internal analysis of SWOT. Generated factors under these two models will
massively helps the HR manager to determine the current strength and weaknesses at internal
aspect as well as the opportunities and threats on the external perspective. The assessment
consist with the reflection of the payment on the available skill set and the talents within the
organisation along with a comprehensive job analysis.
 Forecasting the Demand -Human resource forecasting is determining the human
resource needs of the company as well as the redundancies. the HRM function identified
the possible future needs with the aim of achieving overall organisational objectives. The
prediction was mainly based on the organisations future plans. (Soliman and Spooner
2000).
 Forecasting the supply- Forecasting the supply is based on the current situation of the
organisation. based on the current information as well the future organisational plans the
organisation itself has to offer the forecasting in the fronts of HR depends.
 Demand and Supply match- Demand and supply is one of the vital element of planning
the function of HR. The companies are required to arrive at the company HR planning
stage when determine the possible extent of demands or the supply. The matching of
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demand and supply refers to where they both taken in to one stage and assessing that
there will be no redundancies or the lacking of skill set will be on board.
 Action Plan- In HR planning action plan is the last stage. The primary focus at this stage
is the HR surpluses and shortages. This stage further involves the various HR activities
within the organisation that consist with selection, recruitment, socialising, training and
development and placement. It is vital the company develop a control system where the
action plan ensures the designing of the HR function is properly executed. (Yahya
and Goh 2002).
Before hiring a new member, firstly HR manger has to make Job Description and person
specification that are given below-
Job Description
Name of firm TESCO
Offering job post Human Resource officer
Job location United Kingdom
Reporting Senior HR manager
Working hours 10 am to 5 pm
Annual package 15000 pound per annum
Working facilities  Transportation
 Accommodation
 Flexible working hour
Duties and obligation  To identify the requirement of staff.
 To evaluate their performance
 To motivate employees time to time
 To provide all facilities to workers like
healthy working environment, drinking
water etc.
Person specification of HR officer
Educational background Interested candidate should have qualification
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in HR field.
Required experience in relevant field  Interested applicant should have
minimum 6 month in concerned area.
 He or she will be able to carry out
recruitment process.
 He or she should have proper
knowledge or skills in this area.
Strengths  Should have positive attitude towards
their responsibilities.
 Good communication and leadership
skills.
 Should have leadership qualities for
handling situation.
Other qualities  Should be able to manage time.
 Should also have negotiation power.
Job Title: Sales Assistant
Working Hours: 35 hours per week compulsory and it is required that you should be
flexible thus prepared to work on weekends.
Benefits: 31 days holidays per year, free boxes of fruits and vegetables and pension
scheme after 8 months of service.
Salary: £18000 plus incentives and bonus
Contract: 8 months contract
Based at: Wash Barn, London, UK
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Reporting to: HR Manager
PERSON SPECIFICATION
Key Competencies: Essential
Experience: Have previously worked in any retail store
Skills and Ability: Good Communication Skills
Sales Skills
Analytical
Flexible in working with different teams
Attitude Willing to work for more than two stores in the span of 2months
Creative and Motivating
Enthusiastic
Qualification Good IT competency
Well versed with database software
Personal Qualities Strong interest in sales strategies
Give confidence
1.2 Impact of legal, regulatory and ethical consideration on recruitment and selection process
There are number of rules and regulations are in place for a recruitment process that
affects an organisation. As a result the whole process is complex. The primary objective of such
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laws and regulations are to offer equal and fair recruitment process for all the employees. And
also make sure there will be no discrimination happen throughout the process and ensure the
most suited candidate is selected for the post.(Kimmel, 2009). The rules are in place to regulate
the function of HR to offer a legal base for each stage involve from the recruitment towards
employing the candidate.
Furthermore there are number of ethical aspect that the companies need to focus on
throughout their recruitment process. such rules and regulations includes; Sex Discrimination
Act, Racial Relations Act, Employment Equality Regulations and finally Disability
Discrimination Act. (John, 2014).
The regulation itself involves in answering the issues that generated throughout the
recruitment process. these includes employee compensation, sources of recruitment, Matters with
the payment, selection process methods and messages passed over in job adverts.
The laws protects candidates regarding their race or gender and even discrimination by
religion. Throughout the process the organisation needs to ensure any type of discrimination is
eliminated that can even caused by advertisement or even selection process. Additionally gender
equality is also a vital element. There are number of cases that we can relate to in the past that
address the injustice throughout the recruitment process.(John, 2014) as a result regulation place
the vital element ensuring the ethical and moral standards are undertaken throughout the process
of recruitment.
Having number of regulation will create a disadvantage to the process; as mainly the
recruitment process will become far more complicated. Furthermore having number of rules and
regulation will create the process more slower as the number of recruitment to fulfil is high. For
example Delta bank PLC focus on most important regulation like Sex discrimination act, racial
discrimination act, in their recruitment process. (Hamel, 2008) The issues remaining in the
process of recruitment challenge the companies as well as the communities as their
specification do matter to the company itself. For example Delta bank plc one of the most world
leading financial institution ensure to eliminate any sort of discrimination within the company.
When appointing a candidate the above mentioned rule will be considered and ensure to have a
non discriminatory process any employee will be selected with no discrimination of gender,
religion or culture (Kimmel, 2009).
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1.3 Take part in selection process
The process of recruitment is an very intensive process and would take number of days to
plan and advertise. The process itself contain with 5 aspects such as job specification, job
advertisement, interview, selection and hiring and the induction for the selected candidate.
Assuming the given company operated number of years they already contain the documents
regarding the relevant jobs and specific skills that they require. in addition it is important that
these relevant papers are reviewed, updated and monitored regularly as the newest information
can be apply in to the document. (Taylor and Bergmann, 1987).
In the process of recruitment an individual from the HR department will also need to
participate during the interview and also the representatives of the department that the vacancy
has been advertised. Usually the whole process will undertake about 5 months to fully complete.
HR department is very important for TESCO because it helps in managing different
activities or people effectively and efficiently. As a HR manager, I took part in selection process
in the following manner that are given below-
 Firstly, I determine the panel of interviewer who will take interview of persons.
 Then decide the content which will be advertised to the public so that they can know
about the vacant position and will apply for job.
 After it, I will receive application forms and will register it in HR database registers and
then acknowledgement or call letter will be send to suitable candidate who will match to
the needed specification.
 Then after will decide the date for interview according the interviewer.
 Interview will be conducted on decided date and that applicant will be select who will be
able to carry out job effectively and efficiently (Chen and et. al., 2014).
 After completion of interview, offer or rejection letter will be prepared which will be
send to the candidates.
 At last, I will prepare all new agreements and will design compensation plan like salary,
HRA etc. After completion of all formalities ,he checks all information related to candidates like
their police records ,PAN card etc. Selected hiring and selection team: The HRM assisted in the qualified worker and hiring
process. Tesco company has to recruit some new staff members. I require to maintain the
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new hiring of new members who will assigned as one interviewing director, for the
employee post. Short List Applier: Tesco organise the recruitment process in which they will interview
the applicant which have been shortlisted in the previous process. The list would be
rendered to the HR manager who will analyse and select the finalised candidate to take
them in next process. Taken Interviews: After the interview procedure, the HR manager will shortlisted the
applicants again for the last process. I, as an HR manager need to ask some specific
question linked with the work profile in this round to ensure their skills and abilities.
 Final Appointment: This is the last process which is recognised for the selection process
in Tesco. The applicant which have been selected in entire sages provided appointment
letter fr joining as an employee of company.
1.4 Own contribution in selection procedure
Apart from the above mentioned steps in the selection criteria there are other various
steps that ensures the whole process meets the legal and ethical requirement of the company.
The human resource team would need to ensure to conduct regular meetings to identify and
changing needs are necessary to incorporate them to the current process of recruitment system.
(Yahya and Goh, 2002)
The vital part of this process is that the legal department of the company will also joined
through the process as a result the process meet the current legal standards too. In additonal the
HR person of the organisation need to ensure that the whole process shows a transparency
(Montana, and Bruce, 2008). the transparency and ethical standards are very important factors in
the HR process for example the position of the job highlighted through the job description which
need to highlighted in an attractive manner, and next the advertising is based on the companies
HR professionals and further guidelines.
The role of HR manager is very important as the suitability of the candidate to the
advertised position is mainly accessed via this HR manager or associate. The main selection
method here is interviews and they are conducted through transparent manner where at the final
stage the selected candidate will be informed via email or in writing (Gunnigle, 2006).
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The final stage of selection process the candidate will be hired for the position and the
probation period will be notified and an induction will also be carried out at the end of selection
process and where the appointment letter will be issued. for example certain companies prefer
the their selection method based on certain justifications. such as the panel from the Hr
department as well as the job advertised department both will be in place to assess the candidate
face to face. this process of interviewing the candidates to very time consuming and costly but it
is most appropriate and an accurate method of selecting a candidate.
Being a HR in TESCO, I play an important role in recruitment and selection process in
the following way that are given below-
 At first, I have to analyse the vacant post in the organisation and also have to take
approval from concerned authority for carry out recruitment process.
 Then consult with all head of department for knowing about the required manpower.
 After confirming this, I announced this information publicly so that they can apply for
job.
 I received application from various candidates and then ask to panel of interview about
the date in which they will be available for taking interview.
 Then arrange all required material like a room, chair etc.
 After completion of this, I send offer or rejection letter to candidates.
 At last, I checked the documents like PAN card etc.
 Then arrange induction programme for new member so that he can become familiar with
the culture of company.
Apart from this, I contributed in maintaining good or healthy working environment at
work place so that employees can perform their job accordingly and effectively.
TASK 2
2.1 Skills and attributes required in leadership
In order to generate success in the organisation leaders plays a vital role and should
consist with special skills such as management skills, decision making skills, communication
skills, and conflict resolution skills etc. (Montana, and Bruce, 2008).
With the above mentioned special skills leaders within the organisations will direct its
subordinated to meet the strategic goals. for example the communication skills of the leaders
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needs to be sharp in communicating to meet the desired goals, in here language skills will also
plays an important role of the leader. Ensuring to win the people that leaders want and warn the
people who needs to be warned needs to recognise properly. Therefore this is an area where
accurate attention need to be make specially with the communication skills of the leaders.
(Vine, 2008).
There are various kind of traits which must be in every leader so that they can control the
activities of staff that are given below- Communication skills- A person can become a good leader if he will have good
communication skills. It aids the leader in guiding or instructing to their employees so
that specified goals and objectives can be achieved effectively and efficiently. If there
will be proper communication then every member will be cleared about their roles and
responsibilities (Czabanowska and et. al., 2014). Motivation- Leader should also have motivation power so that he can motivate to their
subordinates to do their job effectively and efficiently so that TESCO can reach to its
decided destination.
 Confident- He should also be confident so that everyone will follow their orders and will
contribute in achieving the desired result or outcome.
2.2 Difference between leadership and management
It is vital to understand the leadership and the management are two aspects in business. In
certain instances both of them have to work alongside one another to generate best results or
even sometimes each of them are complimentary (Montana and Bruce, 2008). In a situation
where the forecasted results are not met or were not provided by the initial set plan the
management need to interfere with planning, staffing, measuring performance, problem solving
and budgeting aspects.
The leadership can be defined as the process of gathering the employees within the
organisation to achieve a vision through proper communication, inspirations and motivation.
(Montana, and Bruce, 2008). There is a strong differentiation between the characteristics
between these two functions, for example subordinates work for the manager and the manager
have given the number of rules to the subordinates that meet the organisational goals. Basically
the manager offer an authority, the set-up rules by the manager will give no chance to the
subordinated staff. the availability of the resources for the managers are also less most of the
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work will be allocated to the subordinates as a result the managers have time to focus on other
organisational matters.
Besides, leaders want the people to follow them. the main focus of the leader is to pay
more attention and motivate the staff on regular basis. The leaders will either use
transformational leadership or the charismatic leadership styles. Leaders always strengthen the
individuals. Leaders consist with knowledge and experience that will help in handling various
number of issues among his followers. The wisdom of the leaders enable them to judge the risk
levels they undertake and the decision they undertake at every stage shows a success and
accurate.
Leader and manager both play an important role in an enterprise and both are different
from each other in the following manner that are given below-
Leadership Management
It can be referred as a process in which various
tools or techniques are used for influencing the
employees and also provides direction to them
so that they can perform effectively and
efficiently.
It is very important in managing business
activities effectively and efficiently.
As comparison to management, it is narrow
concept.
While it is broad concept.
It wants to complete their job by adopting new
or innovative ways.
While it completes their task with the help of
existing tools or techniques.
2.3 Various leadership styles for different situations
There are various number of leadership styles that a leader would use and it can be
applied in managing organisations. Autocratic leadership style is where the leaders do not
consult the subordinates on the decision that he has made in respect of the company but his
subordinates are directly involves with the issue regardless of the subordinates input is matter or
not. This is very appropriate when an issue require a quick answers. (Morley,2006).At certain
instances adverse outcomes are not properly communicated for the followers in that instances the
moral will be lowered and the quality of the work may impacted.
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Another example of leadership style is democratic leadership style. This is where the
leaders made the ultimate decision on certain instances however the ideas and thinking of the
subordinates are considered. these type of leaders encourage and motivate employees to be
creative and enable them the chance to make the decision by participating certain activities of the
company. This will therefore create a huge job satisfaction for employees which ultimately lead
to enhance productivity, however in certain occasion this may not be as effective.
(Morley,2006).
Another leadership style is Laissez –faire, this will allow subordinates to have more
freedom in decision-making or the process work compared to the other two styles which was
outlined above. The leader in here offer a minimal guidance to the subordinates. there is a huge
chance in here for the subordinates to improve and managing and solving the issues by them self.
even though it is very important but a huge risk for the leader himself. (Yahya and Goh, 2002)
2.4 Ways to motivate employees for achieving objectives
In order to generate success of the organisation it is vital to motivate employees as whole.
There are number of models in theory that we can identify that can build up motivation among
employees in the work place. Organisations use Vroom's expectancy theory, Herzberg's two-
factor theory, and Locke's goal theory.
The Hertzberg two factor theory the main two factors are identified as the motivating the
satisfying facts and the employee dissatisfactions. On satisfying factors companies need to
motivate the employees further where as the dissatisfied facts are the things that lead to
employee dissatisfaction. It is vital an organisation should pay attention to the factors that lead to
employee dissatisfaction this mainly highlights the working condition, health and safety policies
and practices. Based on the Vroom expectancy theory Valence, expectancy and force are the
three fundamental aspects. The attractiveness of the rewards are highlighted by the Valence
where as expectancy offer all the company employees to achieve or not achieve something based
on their ability. and finally the force is the motivational factor of all, the company generate
different aspects that it allows to have a logical pattern to rewards the consumers.
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TASK 3
3.1 Benefits of team working
The team working can be defined as a group of people work alongside with each other as
in groups to achieve a common goal of the organisation. This team approach will enable a firm to
enhance performance as well as to achieve the ultimate vision of the company . Therefore team
work plays an essential important role as being the success of the backbone the company.
Majority of the organisations encourage each team in each departments to arrive at the optimal
outcome to achieve and generate optimal results in the work that they conduct.
There are number of advantages an occur when working as teams. for example the
company identifies the most innovative brains from each of its departments for the most
challenging project that it holds and the knowledge and ideas will reflect for each of the projects
that the company undertakes.
Further more for an example in the banking sector number of project s undertakes that
require different skill set these projects are facilitated through by identifying the knowledgeable
individuals from each departments. issues that need to resolve with paperwork, leadership or the
communication skills are needed from these individuals. A company will ensure that they pulling
out to allocate the individual in teams, the assigned candidate are diversified and with greater
responsibility and also have a very good record of performance. for an example certain number
of employees are capable in building relationships and some shows strong communication skills
that can be known as a good leader. however there is a more likely chance that if the skill set are
not used or allocated effectively such individuals do not have a chance to participate within the
teams. In motivating the individuals the teamwork will ensure the each and every individual is
recognise.
3.2 Working in a team as a leader towards specific goals for dealing with conflict
While the being the team leader and managing the team is an utmost challenging situation
specially when the goals and the objectives of the company needs to achieve. Further achieve
targets may be a challenge but as a team it need t be achieve. In a larger scale organisation it s
team leader plays an important role where he or she needs to ensure that each projects are met
standards as well as their deadlines. The vital part of this is the plan that are directly influence
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the strategic goals and objectives that need to be adheres and ultimately the performance
indicators are allocated to each responsible team. (Morley,2006).
As been the leader of the HR department of the organisation will be very challenging as it is a
great responsibility in bringing the right individual on board. Interviews as well as further
process of selection methods are carried out by the organisations HR function, and it is one of the
huge contribution to the process of recruitment as a whole.
In here the HR manager role is played by a leader, as been the member of the team he
still responsible in guiding the team that are assigned to the tasks. Additionally he is responsible
in team meeting arrangements, organising and scheduling projects, work delegation and
allocation of duties for team members ect. Furthermore the leader hold the optimal
responsibility that the team that he has assigned and ensure that they are meeting all the duties
and the targets are achieved as expected and according to the plan if there is any change arises
they should communicate effetely and action should be taken to avoid the negative outcome
instead focus on generating positive results as a team. This shows the success of the team in the
task they performance ,mainly depends upon the leader and the efficiency and effectiveness of
him will generate the ultimate success. (Vine et al 2008).
The team leader needs to ensure that he perform effective and efficient and arrive at the
most suited decision that lead the whole team towards in achieving the company goals and
objectives. Further the leader needs to ensure that the team is maintained on regular basis
motivating them and resolving issues when arise (Dimovski and Penger, 2011). ]
Every leader has main responsibility to develop effective team and to motivate them so
that company can move into right direction and can achieve its desired result or outcome with in
stipulated period of time. Working in team is very important for the success of company and its
other benefits can also be understood with the help of following things- Ideas- In a team, there are various types of people who have different knowledge or
skills. If there occurs any problem then everyone will give best solution to deal with this
issue. Support- If there arises any critical situation then team members will provide support to
each other and will generate better result or outcome.
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 Efficiency- Working in a team increases the productivity of the company as well as
reduce the cost of company because everyone use their skills or knowledge for achiving
the positive result (Fraley and et. al., 2011).
3.3 Review of effectiveness of team
A leader is that person who puts lots of efforts for developing a effective and efficient
team so that firm can reach to its desired result or outcome. He should set individual goals or
target for every members so that their skills or knowledge can be increased. If team will be
effective then it will be beneficial for the company because it will help in getting success in the
market as well as assist in completing tasks effectively and efficiently (Godfray and et. al.,
2010). For achieving same, leader should provide training to them so that they carry out their
operation according to the standards.
Apart from this, there are also benefits of working in team that are given below-
 It will help in utilizing available resources in an optimum manner which will help in
reducing the cost of TESCO.
 Working in team will generate positive result for the company.
From the above discussion, it can be said that management of TESCO should focus on
making effective team in the company so that it can obtain effective desired result within
stipulated period of time.
TASK 4
4.1 Factors involves in planning the monitoring and assessment of work performance
In performance management the most easiest idea that highlights is the performance
review of the employees which is not the case, but it's a huge area that a number of thinking
needs to go in to. if the organisation attempts to use more on annual appraisal , it might lead to
misunderstandings where the things will not be so accurate.
Efficiency and the effectiveness of the performance management procedure enable the
managers to identify and evaluate the employees performance and enhance the product capacity
through
 Align every day actions of the workers with the organisational strategic objectives.
 Providing the transparency and determine the accountability in relation to the expectation
of the performance.
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 Individual performance are documented properly to offer the support in career planning
and the compensation scheme.
 Direct focus on developing skills and the choice of learning the activities
 Preparation of the paperwork's for the legal purpose and helps the decision to minimise
the disputes. (Morley,2006).
There are number of other factors that will affect the individuals performance and can
create a positive impact on job satisfaction the best practice of these include;
 Offering regular feedbacks
 Direct link between the performance and compensation
 Performance expectation setup and communication
 Determine the company career aspect for the individuals
 Offering the appropriate learning and development possibilities.
 Rewarding the high performing candidates
the minimal reason to ensure the performance measurement function is to create a linkage
between the strategic goals of the organisations.
In conclusion the main aspect of business is the function of leadership and handling
people. The organisation itself ensure that the leadership and HR function is taken care of the
correct level of governance that has maintained throughout the firm. It is vital that the team
within the company needs to managed effectively to get the work done. at the same time correct
leadership will enable the firm to generate the utmost goal .
4.2 Plan and deliver the assessment of the development needs of individuals
According to the requirements, HR manager should implement developmental plan so
that it can gain competitive advantages over its rivals. Manpower should have proper skills and
knowledge according to the changing environment so that they can contribute in the success of
company (Goetsch and Davis, 2014). In critical situation, TESCO should make plan for the
development of its workers.
 For getting best result, manager of company should interact with their subordinates on a
regular basis so that he can know about the problems of employees and can understand
their performance level.
 For increasing interaction level, there should be conducted a programme where all
member will meet with each other and will share their ideas or knowledge.
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 Needs of staff should be identified on a quarterly basis so that they [employer and
employees] will mutually decide the solution of problems. This action will increase the
efficiency and effectiveness of the company.
 If staff will have any problem then it should be resolved as soon as possible so that they
will remain satisfied and will not leave company.
 If firm wants to implement new technology at workplace then proper training should be
given before.
The Tesco manager should apply planned assessment process in which the first step will be to
create mission statement for overarching the guidance.
 In the next process they will be defining the purpose, goals and outcomes and in this case
they have the purpose of improvement and demonstrating effectiveness. They have set
three top five goals and in outcomes they want operational outcomes and employee
learning outcomes.
 The next step is to define that how each of the outcome will be achieved and this can be
done through a outcome delivery map.
 In this process the manager at Tesco will try to measure each outcome and for that he can
use either direct or indirect measures. In the direct measures there includes that the staff
show their knowledge, skills and behaviour that reflect achievement of the decided goal.
Indirect measures depends on individual perceptions to determine if a goal or objective
has been achieved or not.
 This step is quite important as in this implementation of the assessment process takes
place. In this there will be brief on what who will be doing what kind of task. Thus the
timeline for the implementation will be highlighted.
 This is the last level in which there will be highlight on how the finding will be shared
with the audiences.
4.3 Evaluation of success of assessment process
For evaluating the success of evaluation process, following given questions should be
answered by managers of firm that are given below- Were the purpose of assessment is clear: If TESCO is carrying out any assessment
process then it should be clear to everyone so that they will complete their job
16

accordingly. For this, it should be clearly communicated to all concerned members so
that they can understand their roles and responsibilities (Nkomo and Kriek, 2011). Valid method should be used: For conducting assessment process, effective and valid
method should be used so that it will generate effective result. Assessment should be free from any bias: While carrying out this assessment process,
management should not use favouritism concept. If it uses then it will demotivate to
employees then they will not do their job effectively.
 Feedback: If there is any feedback regarding assessment programme then it should be
communicated to all concerned employees.
To know the effectiveness of the evaluation process it is required that the manager should
perform certain activities to know the success of the plan. He will be testing the staff through
various tools and will try to know whether the staff is clear about the objectives and goals of the
plan or not. The previous plans will be compared with the existing one to know whether this has
some positive impact or not. The views of different people will be taken through a questionnaire
to know whether things has worked according to the plan or not.
CONCLUSION
From the above report, it has been said that working with leading people is very
important for the success of company because if people will perform their job with full
coordination then it will generate positive result for the firm so management should focus on
developing the effective team so that it can reach to its decided destination. This assignment has
also stated about documents like job description and person specification etc. that are prepared
before hiring a person. There are various rules and regulations of government which have to be
followed by every enterprises while doing recruitment and selection of new person. HR
department plays an important role while recruiting and hiring new employees because it has to
do various task like identification of vacant post etc.
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