Tesco's HRM: Recruitment, Training, Motivation, and Impact on Behavior

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Tesco, a leading multinational trading company. It begins by examining Tesco's recruitment and selection process, detailing the steps from initial screening to the final offer letter, including pre-employment tests and background checks. The report then emphasizes the importance of induction and training programs, highlighting their impact on workplace environment, legal policies, turnover rates, image building, and productivity. Furthermore, it identifies and describes various motivation theories used by Tesco, particularly focusing on extrinsic and intrinsic motivation, and the application of Maslow's hierarchy of needs. Finally, the report explores factors influencing individual and team behavior within Tesco, such as working culture and leadership, providing a holistic view of Tesco's HRM strategies and their impact on employee performance and organizational success.

Managing people in
the organization

sTable of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
Recruitment and selection process followed by Tesco limited ..................................................1
Task 2...............................................................................................................................................2
Importance of induction and training at TESCO company.........................................................2
Task 3...............................................................................................................................................4
Identifying and describing the motivation theories used in Tesco company..............................4
TASK 4 ...........................................................................................................................................6
Factors that affects the individual and team behaviour in Tesco company:...............................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource is the life blood of the organization. No organization can survive or operate
without human resource. The process is mainly concerned with selecting right people at right job
at right time and at right place. The human resource process involves recruiting, selecting,
inducting and training and development of employees. Human resource management is a
continuous process and it is performed in all kinds of organizations be it small scale, medium
scale or large scale or manufacturing or trading. Tesco limited is a British multinational trading
company that deals in groceries and merchandise. The company is headquartered in Welwyn
Garden city, Hertfordshire, United Kingdom and it has 6800 outlets located all around the world.
The human resource capacity of Tesco is around 4,50,000 people. Tesco limited has embarked
its name among the top ten largest revenue generating companies in the world. The current report
will focus on Tesco company's human resource policies, training and development of employees
and various factors that influence their behaviour.
Task 1.
Recruitment and selection process followed by Tesco limited
Tesco Ltd offers employment on daily basis. The company mainly employs younger people and
generally students on part time basis which later on turn out to be permanent employees for the
company. Tesco Ltd. Being a Multi national company has to take care of all the legal and
security factors, therefore the company performs a long and effective selection process. The
following steps in the recruitment and selection process are
 Initial screening: Tesco receives thousands of applications on daily basis. Therefore, it is
practically impossible for the company to interview everyone. Thus, the company filters
out the applicants on the basis of their educational qualifications and skills. If the
educational qualification and skills of an individual do not match with the company's
requirements then they are disqualified with immediate effect.
 Application blank: In this step the prospective candidates are given a blank application
where they are asked to write answers to certain questions. This is done to identify the
psychology and level of understanding of candidates.
 Pre-employment test: Pre-employment test is taken by the human resource department
to evaluate the mental psychology and intelligence of the candidates. Pre-employment
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test in Tesco are generally related to aptitude, reasoning, communication and personality.
This test is imperative and it is useful in filtering the prospective candidates.
 Interview: Interview is the most crucial and essential part of the selection process.
Interviews can also include group discussions. Personal Interviews are important for the
company and the candidates as well because this helps them to know each other better.
One on one interviews allow the candidates to be themselves and the key to a successful
interview is to just be confident. Tesco company follows structured interview process
where mainly job associated questions are asked.
 Background check: Clearing the personal interview at Tesco increases the chances of
selection of employees. Therefore, in order to maintain company's privacy and security it
becomes necessary for the human resource department to conduct a background check of
the candidate. The background check involves checking criminal record, behaviour in
previous organization, family background etc. The background check gives assurance to
the company about the future employee.
 Offer letter: Finally the selected individual is given a conditional offer letter by the
human resource of the company. The HR department then introduces the candidate to the
key people of the branch like managers and supervisors.
 Medical examination: Medical examination has become mandatory by Tesco company
because the company has laid down strict roles regarding the health and safety of the
people. Therefore, it is compulsory for every employee to go through a medical test
before joining the company.
 Final decision: If there are no potential harmful diseases then the person is selected. The
HR department informs him about the date of joining and then explain them the
specification of the job.
Task 2.
Importance of induction and training at TESCO company
Induction and training programs are extremely crucial for both employees and the organization.
Before the employees are assigned a particular job, they must be made well aware about the
company's policies, its values and the economic activities that it performs. At Tesco Ltd. The
freshers are given a brief information about the company, how it started, who are the key people
and what the company expects from its employees. Induction program is important because
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 Workplace environment: The major importance of induction and orientation programs
is that the newbies get to know about the work culture of the organization. This makes
them comfortable and allows them to open up better with other employees of the
organization.
 Legal policies: The employees are also educated about the legal policies, ethics,
procedures and harassment policy of the organization. This helps the employees to paint
a clear picture of the company in their minds.
 Turnover rate: The induction programs make employees comfortable and further
increases their efficiency and effectiveness. This reduces employee turnover rate and
employee absent ism which is beneficial for the company as it reduces their cost for
recruitment and selection process.
 Image building: Proper induction program helps in image building of the company
because the program builds a positive image in their minds and also build company's
goodwill in their minds.
 Productivity: Induction program increases the efficiency and effectiveness of employees
from the beginning. This is beneficial for the company as an improve in productivity
leads to profit maximization.
Tesco company requires its employees to perform various activities that are specialised
and require various skills to perform them. Therefore, the HR department of the company trains
its employees to learn various new skills that are important for their growth and development.
Training and development not only increases the efficiency of the employees but also helps the
company in maximising their profits. It also gives cost advantages to them.
Importance of training and development
 Increased productivity and efficiency: The increased efficiency and productivity of
employees is beneficial for the company in long run. Proper training and development
improves their ability to perform their duties which is worth while for the organization.
 Reduced employee turnover: If the employees are given proper training and
development then their efficiency will improve. Improving efficiency leads to profit
maximization which in turn improves the efficiency of employees. This reduces their
turnover rate as they feel more comfortable and motivated towards the growth of the
organization.
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 Stating the weakness: Tesco company has always been transparent with its employees.
The company has follows the policy of identifying strengths and weaknesses of its
employees. It later works on improving their weaknesses by adequate training and this
boosts the employee confidence further.
 Employee satisfaction: Employee satisfaction is as important as customer satisfaction, if
not more. Tesco, through its training and development period tries to motivate the
employees which increases their level of satisfaction
Task 3
Identifying and describing the motivation theories used in Tesco company.
Motivation is a psychological feeling that increases employees productivity and efficiency. The
managers and the top level management of the organization motivate their employees so that the
organization can achieve its goals and objectives timely. Their are various sources of motivation
like
 Extrinsic motivation: Extrinsic motivation is concerned with motivating employees
through monetary means like offering them promotion, rewards, incentives and bonus.
This is the most common and easy way of motivating employees. It is often used by large
scale and multi national companies when they have to meet order deadline.
 Intrinsic motivation: This is concerned with psychological things like motivating
employees by appreciating them or by boosting their confidence, applauding them and
praising them for their hard work. Intrinsic motivation often comes from inside and
personal things as well like families, health, relationships etc.
Motivation is also affected by the supervisors and leaders in the organization. If the leader or
manager fails to motivate the employee then it can have an adverse effect on the working of the
organization. Also, lack of adequate motivation can increase employee turnover and absent ism
rate.
Abraham Maslow, a famous psychologist developed motivation theories in the year 1940. These
theories focus around the basic human needs in a hierarchical order. Maslow's motivational
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theory is widely regarded as the best and most relatable theory of motivation. His hierarchy
includes
 Physiological needs: These are the basic needs required by any human being. Some of
these needs are essential for human survival like food, water, air and shelter. Without
these factors a human being cannot survive. Physiological needs also includes sleep. Lack
of adequate sleep can have an adverse effect on his motivation. These are the most basic
yet the most essential needs for an individual and without satisfaction of these needs, a
person cannot jump to the another step.
 Safety needs: Another essential need for an individual is that he must feel safe which
means that a person should live in a safe environment where there exists no such factor
that can cause him harm. Matter of safety has become a big issue in today's time because
now a days nothing is certain therefore almost everyone has insured themselves.
 Social needs: Social needs play an important role in motivating the employees. These
needs are important and directly affect the mental behaviour of the individuals. Social
needs involve social relations of an individual like family, friends, colleagues and other
relatives. Without them a person feels isolated and can also go into depression.
 Self esteem: Self esteem is an internal feeling that helps a person to feel happy and
confident. Self esteem is extremely important as it boosts an individual's confidence
which in turn affects their overall behaviour. Another aspect of self esteem is related to
the ability of being valued by others. The self esteem plays an important role in the work
of an individual. It affects their motivation and their ability to work.
 Self actualization: Self actualization is the top most level in the motivational hierarchy.
It is actually the feeling of fulfilment where the person has reached its top most level and
he cannot be motivated any more. As per Maslow, achieving self actualization is very
rare for a human being.
Abraham Maslow also suggested that it is practically impossible for a person to achieve all the
needs completely. It is not compulsory for a person to fulfil all the factors and needs completely.
He can also fulfil his needs partially and move towards self actualization.
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TASK 4
Factors that affects the individual and team behaviour in Tesco company:
There are various internal and external factors that can affects the nature of an individual
on workplace. Such factors are discuses below:
Working culture:
Workforce in the organisation needs to feel comfortable environment at their working
place for influencing the positivity in workplace. Tesco gives better working environment to
there manpower to influence them and privet the conflicts of bad working cultures. There should
be same rules and polices for each and every individual in the business it encourage the
employees to give respects to their immediate boss and initiates to follow the ethical code in the
business organisation. The negative culture of the firm can demotivated the workforce by
negative working environment they does not performing well and do not gives there best
performance to firm. They feels insecure job security which is most critical factor that may
affects the behaviour of individual as well as team.
Lack of leadership:
Every business units needs to be an effective leadership style that can provides better and
clear direction to the manpower as well as delegates them authority and responsibility to
performs a specific work of the firm. It leads to motivates the individual to work hard and
perform better for the organisation. A leader sets the tone of the organisation, they should have
better skills to understands the different human nature to utilise them in order to achieve higher
productivity and profitability. If there is lack of leadership in firm leads a lack of effective and
efficient work from the employees side. Lack of such skills in the firm cause job dissatisfaction
and stability on workplace which initiates employees to leave the business and it cause the higher
employees turnover. Tesco provides better leadership to there workforce to reduces the risk of
changing behaviour of there employees.
Family and personal life:
If the employee have an issues in their personal life than it directly impacts on the
behaviour of that employee in the organisation. They feels restless and stressed whole day. It is
analysis that n individual with poor or troubled background are behave rudely at their working
place. The person who have not maintained relationship with there family are spoil the whole
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working culture by their rude and unethical behaviour at organisation. This kind of behaviour
leads the conflicts in the firm.
Effective communication:
Effective communication between the management and staff and in between team
members are most important. If there is lack of communication in them cause individual might
loss their interest in work. There problems should addressed immediately, it feels them valuable
in the organisation. If it does not occurs they might feels uneasy and invaluable which affects the
behaviour of them and might leave there jobs firm. Tesco gives their employees a platform on
which they can share and express of their views and idea to management in term of better
intimation of goal of an organisation.
CONCLUSION
From the above report it can be concluded that human resource is the life blood of the
organization and without them it is not possible for Tesco or any other company to survive. They
act as strong pillars and they have a direct impact on finance, marketing and production
department. If the human resource fails to select the right kind of people with adequate skills
then all the departments will ultimately fail. The HR department also follows a complete
selection procedure that includes passing through various tests and interview before being
selected as an employee at Tesco. Once the potential candidates are selected and appointed as
employees then it becomes necessary to channelize their skills in the right direction. The HR
department at Tesco provides proper training and development to its employees so that they can
work efficiently and effectively towards the achievement of organizational goals.
Continuous efforts by team leaders are also important because often times employees feel low
and unsatisfied and this is where the leaders have the duty to motivate their employees through
incentives, rewards or by applauding them. At the end, it can be said that employees are an
important and valuable asset of the company and their importance should not be ignored.
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REFERENCES
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motivation and psychological health at work: A chicken-and-egg situation?. Work & Stress, 32(2), pp.147-
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Organizational Performance.
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Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
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needs as a framework for resident wellness. Teaching and learning in medicine, 31(1), pp.109-118.
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AND WORK ENVIRONMENT ON WORK ACHIEVEMENTS WITH MOTIVATION AS A MEDIATION
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