Tesco: Analysis of Talent Management, Performance, and Training

This report provides a comprehensive analysis of Tesco's human resource practices, focusing on the effectiveness of its recruitment and selection processes in meeting strategic business needs. It examines Tesco's organizational design and implementation of recruitment and selection procedures, including workforce planning, job descriptions, and both internal and external recruitment strategies. The report also delves into talent management approaches, performance appraisal, and training and development programs within Tesco. Furthermore, it critically assesses the impact of HR policies on business operations and practices, considering aspects such as gender equality and employee retention. The report concludes with a discussion of possible improvements based on good practice models, offering valuable insights into Tesco's HR strategies and their overall impact.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Effectiveness of the recruitment and selection process evaluated in meeting business strategic
needs.......................................................................................................................................3
Organizations design & implementation of recruitment and selection procedures................5
Analysis of talent management approaches, performance appraisal & training and
development ..........................................................................................................................7
A critical assessment of how effective HR policies consequence on business operations &
practices................................................................................................................................12
Possible improvements based on good practice models.......................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource practices are very crucial for any organisation as it is related to
management of whole workforce. There are certain aspects that are very crucial to ensure proper
human resources policy management to ensure that there is proper evaluation of selection and
recruitment procedures. Tesco is multinational merchandise and groceries retail brand having its
headquarters in England UK (Picardi, 2019). It is third targets retailer across world according to
measurement of gross revenues and is ranked at ninth number according to its revenue. There is
discussion of effectiveness of recruitment & selection strategies of organisation along with the
approaches that are used for management of talent, further there is critical assessment of the HR
process and system that is adopted by retail organisations.
TASK
Effectiveness of the recruitment and selection process evaluated in meeting business strategic
needs
For the purpose of understand the effectiveness of selection and recruitment starting.
Tecso is one of biggest private employers in UK. They are having 360,000 employees across
world. They are operating small scale stores such as Tesco express to large stores like Tesco
superstores and Extras. Tesco needs competent human resource for both activities in store based
& stoner based. In physical outlets they need checkout staff, supervisors, stock handlers and
specialists like bakers (Strand, 2018). Distribution depots need that there is skilled workforce in
logistics and stock management. Head office of tecso requires staff for roles such as legal
services, human resources, marketing property management information technology and
accounting.
There are certain aspects of the recruitment and selection process in Tesco that is related to
following of essential requirements of their personnel policies as it consist provisions of training
& development of employees.
According to views of Jenifer, 2018 Recruitment process in Tesco is highly effective because of
presence of some of the factors as mentioned below:
Grievances:
Complaints are a crucial aspects of personnel policies as it consist of providing that may
cause problems at a workplace because of personal problems, stress, exhaustion, communal

issues or health problems. Tesco has a complaints insurance plan that is used for handling
employees issues.
Training & development policy:
Tesco has training & development policies that is helping organizations to be more
compatible with their employees and help in growth of employee, there is proper alignment of
insurance plan with training and staffing needs of their workforce.
Rewards & management policies:
Rewards & Management guidelines have to be dentine in more detail that can help employees
to be highly committed towards their employers (DePoy, and Gitlin, 2019). It is a great deal to
enhance competition by use of competitive strategies. Insurance policy management is also
another approach that is used for management of business.
Key element of corporate business strategy in Tesco is that they are willing to provide financial
security to their employees to be more creative, innovative and resources for restraint and
welfare of their employees.
There are certain employment laws that have to be compulsorily part of recruitment and
selection practices of evert organisation. In context of Tesco also there is proper implementation
of these laws that helps them in proper conducting of employment functions. Some of these laws
that are guiding recruitment and hiring functions in Tesco are discussed below:
Gender equality plan is a key aspects of tecso recruitment and selection strategies because of
passing of the Equality Act 2010 that focuses on covering of employment in general this act is
applying to recruitment practices. Recruiters and employers must ensure that there is no
discrimination that is done when there is hiring of staff (Silva, 2020). It consist of no
discrimination based on race, sex, age, marital status. Employers can outsource the process of
hiring to any employment agencies but they must ensure that there is no discrimination that is
being made in such hiring agencies.

Organizations design & implementation of recruitment and selection procedures
Business activities of Tesco ensure that there are right number of individuals on right
positions, for those there is a structure process that is implemented in organisation regarding
recruitment & selection practices for attracting of applicants for operational and managerial
roles. For this there is need to follow certain steps as discussed below:
Recruitment and selection process:
Workforce planning: It is the initial step in which there is analysis of business to ascertain the
future requirement and needs of people according to need of skills, number of people and
locations. It leads HR managers to recognize such needs can be met by recruitment & training
approaches. There is need of recruiting right individual for right job in non food and food sectors
of this organisation.
Vacant positions: In case of new stores in UK & international markets there is need if
recruitment of people for new position. Jobs are created in case of a person resigning or retiring,
getting promoted internally in the organisation. In the process of workforce planning there has to
be establishment of demand for hiring of new staff that consist of both managerial & non
managerial positions.
Tesco is one of largest private employers in UK. They have approx 360,000 employees that are
working in different parts of world.
Job description:
It is the job tittle that is the responsibility of job holder, description of responsibilities and
roles. Person specification sets the attributes, skills, characteristics that a individual needs to
perform particular activities. Person specification and job description provide basis for job
requirements (Donohue Jr, 2020). It is created to make the competent individuals aware about
basic & key requirement of job so that only individuals with these competency are applying and
there is no wastage of time or resources on part of organisation in scrutinised the unsuitable job
applications.
Attracting & recruitment: Recruitment consist of attracting right individual for vacancy. Tesco
advertises about is vacant positions according to availability of vacant positions. There are two
types of recruitment strategies that have been adopted by Tesco as mentioned below:
Internal recruitment:

Tecso has a policy that they are always willing to first fill their contact position with
internal recruitment. Fir this they list all present employees who can be move either horizontally
or vertically according to their key skills & competencies. They advertise position on intranet for
a time period of tow weeks. This technique is helpful in motivating their present staff to grow
internal and shape growth of their career.
External recruitment:
In case of external recruitment tesco is advertising their job vacancies on website of
Tesco and various managerial positions are put online. Right candidates are invited for the
further process of interview that is followed by attendance at assessment centres for final stage in
selection process. Individuals who are interested can approach Tesco with their CV or job centre
plus. Then stores make a waiting list and contact people according to such vacancies.
Tecso is using sources such as offline sources lie advertising media through magazines, journals.
Media such as television, radio and online media by using their websites, social media
applications. They are willing to select most effective way that is viable according to cost and
limited resources with the organisation. Tesco website is one of most Convenient source that can
help individuals in finding the right job availability and apply accordingly.
Selection:
After recruitment stage ends there is beginning of selection stage that is one of difficult
steps to choose right candidate from all available applications according to vacancies, fir this all
laws and regulations have to be rightly considered. Screening of applications is one of most
crucial aspects of this process. There is a need to carefully analyse CV of each applicant. CV
summarizes the personal details of a applicant, education & job history (Wirba, 2017).
Organisation are providing a “job type match” tool in web page. It helps in getting a insights
about people who are interested for a vacant position of Tesco and if they are fit according to
vacant position.
Retention procedures:
In every organisation its very crucial to have right staff to operate the business in this
high competition. Tesco ensures that each customer is valued and their have right staff. Core
purpose of Tesco is to create high value for their customers to ensure loyalty.

Values: The success of organisation depends ion two mots important stakeholder employees &
customers.
Way of working: Tecso is using a process that can ensure a better shopping experience of their
customers. Tesco provides a accessible Platform to find jobs like management jobs, local jobs
and head office positions its websites offers online applications to apply by use of application
platforms. They provide training to their staff according to the need of customers and ensure that
shopping has to be made as a simple process to enhance better experiences for their customers.
Analysis of talent management approaches, performance appraisal & training and development
Business organisations like Tesco is Management of their business by using a
methodically organised process that is related to getting right individual for right job and
optimisation of their existing capabilities. This process involves identification of skill gaps,
expertise training and enhancement of employees along with high motivation to work on long
term goals. There is a need to consider the practice of talent management. In context of large
organisations like Tesco there is use of talent management process model as discussed below:
Planning: It is first step that consist of identification of human capital requirement, formulation
of job selection and development of workforce plan to of initiate the recruitment initiatives.

Attracting: It is based on planning the next is to plan according to talent requirement to be filled
from external sources. The process is based on use of both internal and external sources in this
stage.
Selection: At this stage there is use of selection approaches such as checks and tests to find right
candidate by use of tests such as written test, group discussion, psychometric tests (Ployhart,
Schmitt. and Tippins,, 2017).
Development: Organisations are working on idea of hiring employees according to their Present
level of skills and providing them with future training to develop exiting skills. Development of
employees relates to activities such as personal growth and providing training for achievement of
high employee engagement and building of loyalty.
Retaining: For every organisation it s very crucial to retain their staff to be sustainable in long
run. For this there is need of certain talent management approaches like increments, promotions,
offering of opportunities, involvement in special projects and the process of decision making to
ensure timely implementation of recognition and reward programs.
Transitioning: Effective process of talent management is of focussing on collective transforming
overall evolution in organisation by proving opportunity for individual growth. It consist of
offering recruitment benefits, conducting of interviews and implementation of process of
effective selection.
Talent management model:

There have been multiple models that have been developed for talent management
primary components of talent management is mentioned below:
Acquire: it consist of employer branding, on boarding and recruitment such as in Tesco because
of its brand image individuals are willing to work with this brand (Jabbar, 2016).
Assess: There is a need to make succession planning, talent analytics and assessments.
Develop: in this step there is planning of workforce, development of work culture, retention
practices and employee engagement practices.
Deploy: In this step there is planning of career path, alignment of gaols, learning & development
strategies with performance management.
Talent management strategies:
According to views of Karim Ansari, there are six simple talent management strategies
that can be adopted by organisations such as tecso along with responsibilities of employers and
employees:
Talent management Strategy Responsibility of employer Responsibility of Employee
Talent attraction & recruitment Organisation has to consider Prospective employees have to

recruitment cost if they fail to
recruit right individual at right
time that it can lead to high
cost. In tecso it is
responsibility of HR manager
to focus on recruitment
strategy (Dragusha,
Josimovski and Jovevski,
2019).
focus on reading the job
description and make a self
evaluation whether they are
qualified for a particular
position or not. According to
that there must be sending of
job application for a particular
job position.
Building & employment of
talent
It refers to addressing
aspirations and specific needs
of employees further
balancing them with long run
and short term organisational
goals. There has to be
establishment of link between
allocation of talent and process
of effective strategy of talent
management.
Employees have to understand
their competence and the way
they can make higher
contribution towards
organisations responsibilities.
Talent retention Talent is a very critical
perspective of every
organisation that helps in
generation of revue because of
high innovation, customer
relations and sales. Cost of
attribution is having relation
with organisation ability to
consider personal goals and
welfare of
Talent retention is employee
shave to develop a understand
of efforts made by organisation
such as are their effort being
valued and they are offered
right monetary and non
monetary benefits.
Development of TMS Effective talent management Employees must value the

strategy is focussing on
personal development of a
employee and retaining them
for long run.
Management of Tesco can
convey their business goal of
attainment of cost leadership
position in external market
into their talent goals.
talent management stages that
have been adopted by a
organisation. So there is a need
to enhance their Present level
of contribution with the mount
of efforts made by
management to focus towards
individual development in a
organisation.
Anticipation of future hurdles There is a need to consider all
hurdles and based on that there
has to be development of a
benefit package that can help
on timely talent pool.
Employees have to focus on
such cuter hurdles that can
affect their individual
functioning to form strategies
to deal with them. Such as in
Tesco there has been a
complete change by
installation of self checkout
systems. So, employees have
to make efforts to ensure that
they are able to cope up with
skill gaps that will be
occurring in future.
Performance appraisal:
For the purpose of evaluating employee performance there is use of a 360 degree
performance appraisal technique by Tesco. In which there is use of approach to serve different
programs. Directors and senior managers participate in this process of 360 degree feedback by
highlighting the development needs and strength of individuals versus their new leadership
skills. That can help in formation of personal development plans.
Tesco has initiated a “Inspiring great performance” programme that is aimed at are framing of
performance management plans with a emphasis on honest approaches. Three basic outcomes of
360 degree approach in Tesco is:

 Formation of career developmental plans to develop employees at different levels.
 Helping management to measure their behaviour and performance level
 Embedding of key leadership behaviour to support & implement business strategy.
Training and development :
Tecso is using certain specific approaches for training their members such as they
identify training needs of their workforce. They offer both on the job training & off the job
training Methods.
On the job training at Tesco:
 Shadowing a individual already part of job and then demonstrating it to employee.
 Mentoring management and a designated colleague by helping trainers to deal with their
problems and find solutions Job rotation is also a opportunity that helps in covering of target roles.
Off the job training:
It is a method that is used for training employees for development of specific set of new
skills and development of individuals. There is development based on team building, planning
and communications, it makes use of external sources by implementing professional training for
staff of Tesco.
A critical assessment of how effective HR policies consequence on business operations &
practices
Human resource management plays an important role in attaining organisational
objectives in an effective manner. It perform various functions such as recruitment and selection,
performance appraisal, training and development, compensation and benefits and so on. The HR
department develop policies for the organisation in order to maintain positive working culture
and for employee satisfaction. The HR policies along with its impact on activities as well as
operations is described below in context to the respective organisation:
Performance Appraisal: It is defined as a regular review of performance as well as
contribution of employees towards the company objectives. It help an organisation to evaluate
the skills of staff members so that it can improved and appreciate by company. In relation to
Tesco, its human resource manager make use of this approach in order to review performance of