Managing People in Organizations: A Tesco Case Study on HR Practices

This report provides a comprehensive analysis of Tesco's human resource management practices. It begins by examining the recruitment and selection processes, including planning, identifying vacancies, job analysis, job descriptions, and evaluation. The report then delves into induction and training programs, highlighting their importance in increasing productivity, improving workplace culture, and saving time and money. It also addresses potential obstacles in these programs and offers solutions. Furthermore, the report explores motivational theories, such as Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs, and their application within Tesco. Finally, it discusses individual behavior in teamwork. The report concludes with recommendations for effective employee management within the organization.

Managing People in
organization

Table of Contents
INTRODUCTION ..........................................................................................................................1
Task 1...............................................................................................................................................1
Recruitment and selections..........................................................................................................1
Task 2 ..............................................................................................................................................4
induction and training..................................................................................................................4
Possible obstacles faced by the organization during induction and training processes and
solutions.......................................................................................................................................5
TASK 3............................................................................................................................................6
Motivational theories...................................................................................................................6
TASK 4 ...........................................................................................................................................7
Individual behaviour at teamwork...............................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Managing people in the enterprise aids to managers to understand the interplay between
the management action, human resource management and labour relations in business strategy
(Olga, 2017). Hence, effective management of individuals within the enterprise needs to have
proper understanding of motivation, job design, reward system and group influence. However,
management process in enterprise termed out as continue function that aids to get things done
from people.
The present report is based on business activities of Tesco, it is British multinational
retailers engaged in grocery service. It deals in product and services as clothing, electronic,
furniture, financial service and internet services.
Furthermore, report will cover the following things as recruitment and selection,
induction and training programmes to overcome from those obstacles. Therefore, motivation
theories and behaviour of individual at work and effective team of individual will be carried out.
Lastly, recommendation will be given to company to manage working in enterprise effectively.
Task 1
Recruitment and selections
The Recruitment and selection is the process of selection, hiring and short-listing the
right people in an organization. It is a process of finding the best candidate and attracting the
potential candidate for filling the job vacancy position (Olga,2017). It is the sources of the
selection the best people for a specified period, organization choose the candidate according to
the abilities and attitude, which are required for achieving the objectives of an organization.
Tesco uses the recruitment and selection process to identify the potential candidates for the job.
Recruitment process
Recruitment planning
This is the first step of recruitment process, where Tesco can analysed and identified the
vacant positions. The HR manager identified the requirement of job, and they make planning for
selection. It contains job specifications, requirement of skills knowledge and qualification and its
nature, experience required for the job, etc.
A recruitment planning is the essential tool to attract the qualified candidates from a pool
of candidates. Firm must require the potential candidates for their business they should be

qualified, and highly experienced with a good capability also they take the responsibilities to
achieve the goal of the Tesco ( Rahman, Rahman and Ali, 2017).
Identify vacancy
Identify vacancy is the first step of recruitment planning, Tesco identify the requirement
of candidates for the specific job by take the demand for recruitments from different department
of the firm. It includes the number of vacancy, requirement of qualification, number of job
position, roles and responsibility to be performed etc. Further, when the HR department of Tesco
identify the job position, so they make proper planning and selecting the best people for their
business.
Job analysis
Job analysis means the HR department of Tecso identify, analysis, and determining the
skills, knowledge, ability and qualification of a specific job. So this step is help to identify that
which type of skills firm require and what type of employee must obtain in performing a job.
Job specifications.
Job specification is the written document which describe the educational qualifications,
specific abilities high experience, physical, mental and emotional, technical and communication
skills required to perform a job.
Job description
Job description provide the full information about the position that which type of skills
and knowledge Tesco required for performing in the job. So this information gives the proper
ideas to the employees that what an employee must do to meet the requirement of his or her job
responsibilities such as job duties, job summary, location, working condition etc.
Job description
Position- HR assistant manger
Department- human resources management
Working hours- 8 HOURS
Location- LONDON
Job summary
Provide advice to the manager, leaders, and employees for performing well in the organization
managing the recruitment programme means selecting, hiring the People at work place.
Roles and responsibility
 Provide guidance and direction to compensation and benefits specialists.
 The human resources' department is responsible for policies and programmes

 Human resources departments responsible for investigating and resolving workplace
issues
 Human resource managers develop strategic solutions for selection and recruitment
process.
 To Meet workforce demands and labour force trends.
 The HR departments develop the training and induction programme.
For contact
[e-mail]
Job evaluation
Job evaluation is the gives the ranking of the position that which type of position high as
compare to the other and also decide that how much pay for the specific job position. There are
different method Tesco uses to evaluate the job like job grading, job classifications, job ranking,
etc. these all method helps to evaluate the job.
Strategy development
Strategy development is the second stage of recruitment process. Tesco prepared the strategy that
how many methods they use to hiring and selecting the people. So, preparing the strategy HR of
the Tesco follow some points. Such as Choose employees, Types of recruitment Geographical
area, Recruitment sources etc.
Searching
The team of HR choose the right candidate for the job, so the HR of the Tesco can choose
the different type of method to select the candidate (Olga, 2017). There are two type of method
first internal or second external sources. In internal sources there are different type of method
such as Promotions, Transfers, Former Employees, job rotation, Employee appraisal, Previous
Applicants etc. In other side, in external sources there are different type of method such as Direct
Recruitment, Employment Exchanges, Employment Agencies, Advertisements, Professional
Associations, Campus placement, Word of Mouth etc.
Screening and short-listing
The HR of the Tesco Select the candidates on the basis of the CV they select the best candidate
this is the process of selecting the people by filtering the applications of the candidates. The Hr

team review the CV and conduct the interview through phone and video conferencing. So It
helps in identifying the candidate for specific job position.
Evaluation and control.
Evaluation and control is the last stage of recruitment process. In this process the HR
team asses the cost of process and identify the overall cost of selection such as salaries,
Advertisements cost, Recruitment overheads, operating cost, cost of selection etc. So the Hr team
of Tesco identify the cost and then the evaluates abs control the overall cost by analyse the cost
of selection.
Task 2
induction and training
Importance of induction and training program
Increase productivity
Tesco provide the training facility to their employee for enhance the skills, knowledge
and efficiency of work. The training and induction programme helps to Tesco for increase the
productivity because employee have a proper knowledge about the work when they attend the
training programme it leads to enhance the productivity employees gives their hundred percent in
enhance the profit of the firm.
Improve Workplace Culture
Tesco improve the work place culture by using the induction and training. New
employees need to understand the culture, they attend the induction program to meet the people
and understand the work, and with the help of programme people adjusted into the workplace
culture (Odor, 2018). So this programme helps to improve the workplace culture and employee
must need to understand the values and the behaviours of the company.
Saves Time & Money
The training and induction programme helps to save the time and Money. Further,
Because this programme helps to reduce the cost of recruitment when employee are trained, and
they are performed well so company cannot waste their money in recruitment process.
Possible obstacles faced by the organization during induction and training processes and
solutions
An Impersonal Induction Experience.

Tesco provide the training to the employees but some time the training is not provided
the required information, so it creates the misunderstanding in the employees so Tesco faced the
problem during induction programme.
Solution
Focus on providing the relevant information of the work it's not creates the
misunderstanding. Tesco provide the best and relevant information to new starters they give the
enough data that is personal and relevant to them.
Not Utilizing Digital For Support
It’s necessary that tesco provides best training facility to the employees but some time
firm can face many obstacles during the induction and training programme such as this
programme take many times and cost for enhance the motivation among the employee (NGOLE,
2015). So, that schedules and high workloads can get in the way of spending enough time it leads
more cost and time. That's why Tesco more concentrate on choosing the right learning platform
for your employee.
Solution
Tesco use the new technology in the programme to reducing the time and money.
Furthermore, Tesco should use the digital resources for addressing the problems' ans difficulties
of your workers so it helps to provide quick, engaging solutions to the employees.

TASK 3
Motivational theories
Motivational factors relates with recognition for good efforts and having the career path.
Hence, motivation theory aids to managing people in enterprise and this also leads to enhance
productivity of the enterprise (Scheffer and Heckhausen, 2018). Thus, the theories are defined in
following manner as-
HertZberg's Two factor theory-
This two factor theory states that there are certain factor that aids to enhance motivation
level of employee and also supports to enhance productivity within enterprise. In order to
manage people in enterprise, the Tesco uses this theory in order to being effective performance
and to manage the people in the enterprise.
1. Hygiene factors- It is crucial for motivation and this also leads to give positive satisfaction for
long term. These are not factors that leads to have effective performance at the work. It can also
be called as maintenance factors (Feigin, Owens and Goodyear-Smith, 2018). It symbolized the
physiological needs that aids to bring effective performance. This is related with company policy
and administration, technical supervision, salary, job security and personal life etc.
2. Motivational factors- The chosen enterprise uses this factor as this aids to have positive
effect on functioning of employees within the enterprise. Therefore, the six factors motivative
the employees to perform their best are as achievement, recognition, advancement and possibility
of growth. Enhancement in those factors leads to satisfy the employees and reduction in this will
also do not affect the level of satisfaction.
Hence, it can be concluded that two factor put their major emphasize on the job
enrichment so that employees within the enterprise can feel motivated. Therefore, to look over
the motivational factors leads to improve quality of work performance.
Maslow's Hierarchy needs-
It mainly focused on psychological needs of employees. This theory has five level in
hierarchy of human needs that aids to conduct the work effectively. Therefore, the Tesco uses
this theory as-
Psychological needs- The biological requirement of human survival will be inclusive of air,
drink, shelter, clothing etc. If these needs do not get fulfilled then human body cannot perform

effectively. It is the most crucial need as all other needs become secondary until these needs are
met.
Safety need- If employee to the enterprise get satisfied with this above need then they think
about protection from elements, security, order and freedom for fear. At this level, individual
thinks of to feel secure from physical and economic harm (Peralta and et.al., 2018).
Social need- At the third level human need is social and it is inclusive of feelings of
belongingness. It is the need that aids to enhance the interpersonal relationship and motivates
individual to perform their best within enterprise.
Esteem need- It is the need that is inclusive of the both self respect and esteem for others. This
indicated that need for respect or reputation plays the crucial role for children in order to have
self esteem and dignity (White and et.al., 2018).
Self actualisation need- In order to desire to achieve it is crucial to realize the potential. This
aids to empower the team so that it can develop and grow. With help of realizing the personal,
self fulfilment and to seek the personal growth aids to enhance the motivation level of the
employees.
Vroom expectancy theory- It is termed out as cognitive process theory of motivation. In this,
employee can feel motivated at the high level of effort that aids to bring effective performance
within the enterprise. Therefore, the key constructs in expectancy theory defined in following
manner as-
 Valence- It is defined as value or strength that based on particular outcome and reward.
 Expectancy- This is term that relate with efforts to performance.
 Instrumentality- It is related with the belief that performance to the enterprise must
relate to rewards (Mathieu and Rapp, 2018).
Therefore, all three variables are related with the performance to rewards. With the help
of motivating the employees to the enterprise can perform their job role in more efficient mode.
TASK 4
Individual behaviour at teamwork
Human behaviour can be termed out as response of individual and that relates with the
external and internal working of the enterprise. Thus, There are number of factors that influence
behaviour of individual at workplace (Tuckman: Forming, Storming, Norming, Performing
model, 2019). It is the only with help of which individual act or react towards the external things.

The working of organisation made by workers and each individual to the enterprise has different
objectives. It can be affected by the intrinsic and exterior environmental factors. Therefore, its
defined in following manner as-
Hereditary and diversity factors- It is factor that defined as transferring from parents to
children. Therefore, it defined as individual are different to each other and it can be recognisable
with the help of age, gender, ability, culture and sexual orientation.
Ability & Skills- There are some individuals who respond to physical and mental works that
perform within the enterprise. It is stable for the longer period. With help of improving the
ability and skill of an individual to perform the task aids to conduct effective working within the
enterprise.
Perception- It is the process that defined that behaviour of individual based upon perception
even at work.
Attitudes- Individual to the enterprise has complex mental state that creates certain situation and
this defines behaviour, motivation, personality and values that aids to conduct better performance
at work. Hence, employees with the positive thinking aids to bring changes that also enables to
accomplish the certain task.
Tuckman's team development theory- This model defines the ability, maturity, relationship and
leader changes leadership style. Therefore, it is consists of forming, storming, norming and
performing model.
Forming- At this, there is high dependence on leader for undertaking guidance and direction.
Therefore, roles and responsibilities to the individual are unclear. In order to create the good
team, it is crucial to trust the team member and to discuss the enterprise goal.

Illustration 1: Tucksman's team development stages
(Source: Tuckman: Forming, Storming, Norming, Performing model, 2019)
Storming- Team leader has the guiding role at this difficult transition stage. Leader to the team
must encourage team members and reasonable steps must be taken to resolve possible conflicts.
The team member at this level uses to share the ideas with each other to solve the roles and
responsibilities of team.
Norming- An effective team build with terms to establishing rues, values, standards and
methods. It is term that aids to enhance the efficiency of the team. Hence, team leader to the
enterprise gives more autonomy so that team can work independently (Feigin, Owens and
Goodyear-Smith, 201). Therefore, team leader can give team the more autonomy so that team
can perform their work independently.
Performing- Team member within the enterprise needs to understand the objectives of team
development. In order to create the good atmosphere, the goals to the enterprise needs to be
clear.
Adjourning- It is step that coming to an end and the ream are moving towards the differed
direction. This is the final stage of group development and this leads to bring effective
performance at enterprise.

CONCLUSION
The conclusion is being made drawn form the above project report, it describes
recruitment and selection process. Further, report has been described the different obstacles
faced by the Tesco during induction and training processes and solutions. Moreover, report has
been described the different motivational theories and analyse the individual behaviour at work
place.