Tesco's Workforce Planning: Strategies and Challenges

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Unit 19– Resource and Talent Planning
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Table of Contents
Introduction:....................................................................................................................................3
PART 1: Labour Market and Skills Analysis..................................................................................4
1. An overview of the organization and the types of labour requirements..................................4
2. An analysis of current labour market trends and the factors that are influencing those trends.
.....................................................................................................................................................5
3. An explanation of the different types of legislation that the organisation must take into
account when workforce planning...............................................................................................6
4. A comparison with other similar-sized organisations with examples given...........................7
Travelex is a foreign exchange company which is similar to sized business as Tesco...............7
5. A comparison with other similar-sized organisations with examples given...........................8
6. Conclusions and recommendations on how the organisation needs to respond to changes....9
Recommendation.........................................................................................................................9
PART 2 : Recruitment and Selection Documentation.......................................................................10
PART 3: Human resource Lifecycle..............................................................................................13
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Introduction:
The labour market trend and the requirements of the legal perspective is the main element which
plays an essential role in the planning of the workforce in an effective manner. The employees
who worked effectively in the workplace need the proper skills and appropriate talent to attain
the objectives of the company efficiently. The Tesco Company is a well-known organization
situated in the UK and the company based on the general merchandise and groceries which also
serve to international customers. The proper contribution to effective recruitment is helpful to
select a suitable candidate for the Tesco. In the end, the HR lifecycle is elaborate which is
possible with the aid of the HR strategy.
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PART 1: Labour Market and Skills Analysis
1. An overview of the organization and the types of labour requirements.
Tesco is a multinational organization of supermarket. It was founded in 1919 and completed 100
years. It is a public company which provides groceries to the UK population. Tesco is the third
most significant organization in gross revenue. It stores are opened in seven different countries.
It has 6,800 shops across different countries. Its Headquarter is in Tesco house. It expands
globally since the 1990s. It is a retailing industry, and there are 6800 shops in various types of
locations. Its key peoples are John Allan and Dave Lewis. It is listed on the London stock
exchange. It is market capitalization is approx £18.1 billion, which is recorded. It stores in 12
countries all over the world. Its grocery market is lead in the United Kingdom. It is market share
is around Ireland, Hungary, Malaysia and Thailand. The company requires that the company
treat their workers fairly and provide benefits for employees to do work in a safe environment. It
contributes to connecting with unemployment insurance (Guo and Wang, 2019).
Types of labour requirements:
It requires labour in cheaply and low wages. Tesco needs technical experts for its company
business. The purpose of hiring professional workers, employees is to attract new customers and
increase productivity’s requires drivers for transportations; the purpose of choosing the expert
drivers is to provide the products and services to its customers quickly. The company needs for
cashiers to manage the financial management. In these situations, it hires the right candidates for
the cashier position.
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2. An analysis of current labour market trends and the factors that are influencing those
trends.
At the workforce, the most important part will be the labour. Without effective and skilled
labour, it wouldn’t be possible for the organisation to become successful. The following are the
current running labour trends all around the world.
Employee satisfaction – It is considered to be the most important labour trend globally that an
employee should be satisfied with the employer and its policies as well. It is one of the most
running trends because these employers understand without employee’s satisfaction, it wouldn’t
be possible to increase their productivity and achieve customer goals. It influenced by
psychological factors like achievement, feedback etc.
Transparency at benefits & perks – according to this trend, all the benefits and perks to the
employees would be clear and transparent. The company must need to transparent its strategies
with the employees. All the strategies and policies must need to discuss with the employees,
which includes employee engagement and involvement with the company new policies. It is
influenced by the relationship between employer and employees.
Income standard: As per the industry trend, every employee wants to earn income as per their
job role. The company should maintain the standard between payroll and incentive plan of its
employees. The company must equally treat every employee's and respect their duties. It is the
responsibility of the company to discuss every point regarding income or salary at the time of
recruitment (Lombard, 2019). The influential factor of this standard is financial need, the value
of a job.
Rewards: It is the most labour trend, those employees who perform well throughout its working
hours. Those will be awarded from the reward in terms of money, vacation plan by the company.
It is influenced by reorganization and consideration.
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3. An explanation of the different types of legislation that the organisation must take into
account when workforce planning.
There is various legislation established which supports the employees. Tesco applied all the
respective laws in its organization that satisfies the employees need and requirements. For
workforce planning, Tesco considers the approach and all the legislation which is suitable for
laws.
Equal Pay 1963: Tesco follows all the legislation which is developed or established by the
government. Equal Pay considers the employees in which the organization must concern that its
employee's pay is equally paid. Company will not consider any kind of discrimination in the
salary or wages. The company will not discriminate the salary based on sex, gender and religion
(Yearby, 2019).
Fair and Accurate Credit Transactions Act (2003): In this legislation, the company must respect
the credentials of its consumer. It enhances the protection measure of personal and professional
details of the consumer. It increases consumer accuracy regarding its transaction policy. In this
case, most of the customers are paid due to credit or credit card. It is written in the laws that the
company does not disclose any credit or debit card number with anyone.
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4. A comparison with other similar-sized organisations with examples given.
Travelex is a foreign exchange company which is similar to sized business as Tesco.
Strategic Planning
Tesco implements it all plan according to the strategic planning. It discusses its policies with the
stakeholders. But Travelex took its own decisions by CEO, and many of the time its policies are
failed due to the lack of planning.
Customer Relationship
As Tesco is one the largest company in the UK, and its customer relation is efficient because it
works according to the customer requirement and expectation. But Travelex has not considered
any kind customer relations because their business only exchanges foreign policy.
Product Development
Tesco continuously improves its product quality or increases the product quantity in which it
added some new product as per the trend or requirement. But in the same case, Travelex also
modifies its policy like now it exchanges the currency of many of the countries.
Management Team
In this case, both organizations have strong team management, and they properly accomplish
their activities. The team will achieve its objective when the company performed its task as per
the planning and preparation (Vandekerkhof, et.al., 2019).
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5. A comparison with other similar-sized organisations with examples given.
Travelex is a foreign exchange company which is similar to sized business as Tesco.
Strategic Planning
Tesco implements it all plan according to the strategic planning. It discusses its policies with the
stakeholders. But Travelex took its own decisions by CEO, and many of the time its policies are
failed due to the lack of planning.
Customer Relationship
As Tesco is one the largest company in the UK, and its customer relation is efficient because it
works according to the customer requirement and expectation. But Travelex has not considered
any kind customer relations because their business only exchanges foreign policy.
Product Development
Tesco continuously improves its product quality or increases the product quantity in which it
added some new product as per the trend or requirement. But in the same case, Travelex also
modifies its policy like now it exchanges the currency of many of the countries.
Management Team
In this case, both organizations have strong team management, and they properly accomplish
their activities. The team will achieve its objective when the company performed its task as per
the planning and preparation (Vandekerkhof, et.al., 2019).
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6. Conclusions and recommendations on how the organisation needs to respond to changes
Recommendation.
The company is going well but there are some of the factors which need to be improved by the
company. The company needs to hire some of the employees who can help to make marketing
efficiently. Effective marketing can help the company to grow in a significant manner and will
also make some customers attract towards the company. The other recommendation which needs
to be fulfilled by the company is related to their products and services. In the current, the
productivity and services of the company are competitively effective and good. This requires
stability and sustainability to make the approaches in a significant manner. These are some of the
recommendations which can help the company to improve its productivity.
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PART 2 : Recruitment and Selection Documentation
1. Developing a recruitment and selection flowchart
Tesco is the largest employer company in the UK with more than around 360,000 employees in
the whole world and approximately 86% of sales come from the UK. The recruitment process of
Tesco includes internal as well as external recruitment. Flowchart of the recruitment and
selection process in Tesco is presented below that clearly states the process of how people are
recruited in the company.
2. Undertaking Job analysis
Job analysis is the procedure for collecting and arranging the complete details and information
regarding the several jobs within the company. The reason behind the gathering of details is that
managers can better understand the recruitment and selection procedure through which the
recruiters and managers are efficiently performed. Since Tesco is a successful company in
workplace planning, they have clear job analysis and description that includes following details
which are:
 Job title
 The holder of the job is responsible for whom
 The holder of the job is responsible for whom
 General description of the responsibilities and roles
While, the person specification consists of skills, attributes, and characteristics.
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Tesco advertises the vacancies on its website and another source such as
national press etc.
Candidates who fulfil the criteria are invited for interview round
From the screening round,
successful candidates attend the
Assessment Centre
Candidates who are unsuccessfully
sent a letter
Candidates who cleared round one invited for next
interview
Candidates who cleared will be selected and offer letter sent to them with
contract

3. Creating a job description for two different jobs
Customer Assistant: The main job for the customer assistant is the job for the doer. The main
duty of a customer assistant is to guide the customer regarding the Tesco’s product and its
services on checkouts etc. The job description includes
 knowing and greeting the customers
 Listen to their queries and help them
 Know about the services and products.
 Be on time and properly presentable
Shift Leader: The term shift here means varies from the day including the late or early time but
this planning is made in advance. Tesco recruits only those candidates for the post of shift leader
who is over 18 years. The job description includes:
 They must take ownership of the activities in the store and coordinate with the team to
give the full and clean store exceeding the client's expectations.
 Enhance the services in Tesco by giving job coaching.
 To work in such a fast environment where each day is different.
 To manage the work and expert in delivering the tasks for improving the services.
4. Produce person specification for each job
The person specification for customer assistant in Tesco includes:
 Good communication skills
 Good coordination to work in a team
 Can do whatever task was given to them (Bee Business Bee, 2015)
The person specification for shift leader in Tesco includes:
 Good communicator and can inform the team properly.
 Flexibility in work and can make efficient decisions
 Build a strong relationship among the team to encourage them
 Be a good leader
5. Reviewing the most appropriate method of recruitment for different roles
There are mainly two recruitment methods in Tesco that are internal and external. The internal
methods include job posting, retired old employees, employee referrals, transfers and
promotions, deceased dependent, and union by assigning them. While the external recruitment
method includes college recruits, e-recruitment, advertising, walk-ins, and employment agencies.
There is one more method that Tesco follows to recruit the candidate is an alternate method and
it includes overtime, outsourcing, leasing employees, temporally employees, and part-time
workers (Shailashree & Shenoy, 2016).
6. Recommendations
Following recommendations are suggested to improve the recruitment process in Tesco:
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 Tesco must provide specific and useful information regarding the vacancies.
 Mention the tasks, projects, or the duties that the new hire may take or perform.
 Inclusive and clear language must be used.
 Select straightforward titles for the job and must be clear regarding the roles that they
want to hire.
 Enhance recruitment efficiency by making the checklist and email templates for the
process (Bika, 2019).
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