TESCO's Strategies: Recruitment, Selection, and Employee Motivation

This report provides an analysis of TESCO's resource management practices, focusing on recruitment strategies, selection procedures, and employee motivation techniques. It examines TESCO's existing recruitment methods, including online advertising, internal promotions, and job boards, and evaluates the effectiveness of their selection process, which involves CV screening, assessment centers, and interviews. The report also explores TESCO's approach to employee motivation through rewards, training, and personal development opportunities. Furthermore, it identifies challenges within TESCO's recruitment, selection, and motivation strategies, such as attracting qualified candidates and retaining employees in a competitive market. The report concludes with recommended improvements and justifications to enhance TESCO's resource management practices, contributing to organizational success and growth. Desklib provides a platform for students to access this assignment and other study resources.

Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Company's strategy of existing recruitment ...............................................................................3
Company's selection procedures............................................................................................4
Company's existing motivation .......................................................................................................5
Challenges identified within the selection, recruitment and motivation strategies.....................7
Recommended justifications and recommendations ..................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Resource management refers to the pattern of scheduling, money, planning, allocating
people and technology to a program or project. It is basically the kind of process of assign the
rootage for achieve value at the highest organisational level. Resource management is important
because it help in terms of utilisation of resources, capacity of resources, allocation and resource
prioritisation(Banfield and et.al., 2018). TESCO is taken into consideration, in the present
report. It is a retailer multinational merchandise that is based in Welwyn Garden City, England.
The report basically consist of recruitment strategy of existing nature and also about the selection
procedure of the company. The report also consist of existing motivation of company and also
about the challenges which has been identified within the selection, recruitment, strategies of
motivation. The report will cover analysis about the recommended improvements and
justifications as well.
MAIN BODY
Company's strategy of existing recruitment
Recruitment strategy basically refers to the action plan that support in terms of
identifying, hiring and attracting the best candidate into successful terms for the open roles.
These are basically the initial points which supports the individual in recruiting the job seekers
for which they are looking for. From the perspective of recruitment strategy, it is important that
treat the candidates like customers and use social media into effective terms. A company can also
implement the employee referral program and create the compelling job descriptions(Boon and
et.al., 2019).They can also use the sponsored jobs to stand out and also check the resumes on the
online basis It is very necessary to consider the past candidates and they can also claim for the
company's page. They have to also attend the meet ups which are industry related and also
include the peers in the process of interview.
In context to TESCO, from the perspective of external recruitment, they have advertises
the jobs by the website of TESCO or by the boards of vacancy in stores. For the positions of
manager, the applications are made on the online basis due to which it made the procedure more
result oriented and effective as well. It has been observed that the particular candidate has the
interview which has been followed by the assessment centre attendance for the final stage of
process of selection.

There are people who have interest in the jobs of store-based can directly got to the
organisation or store along with CV or can record themselves by the Jobcentre plus. The store
basically prepares a waiting list who have applied in this manner and calls them in as jobs
become available. For fulfilling the more specialised jobs it is very important that the TESCO
company advertises on the external basis. They can advertise through their offline media and its
website as well. They can also advertises through radio and television. They can also place
advertisements on magazines or Google in such as The Appointment Journal (Bratton and et.al.,
2021). For attracting the right talent, TESCO is the company which will seek the most effective
way of recruitment. It has been observed at the organisational level that advertising on radio and
television act as the most expensive method but sometimes it is very important to ensure that
right kind of people for learning about the vacancies. TESCO has taken initiative in such a
manner that applicants can easily find out the jobs and also has a very simple application
process s well. At the organisational level of TESCO , through accessing the website of TESCO,
an applicant can search the jobs on the local basis, management posts and head office positions.
The website also has the application form on the online basis for the people which they can
directly submit for it.
Tesco is the company who uses internal advertising in order to post in intranet and it has
been observed on the organisational level that there are certain internal methods of recruitment.
These basically include promotions, employee referrals, transfers and moves the employees of
temporary nature to full time positions(Collings and et.al., 2018). When the hiring system has
been set up for candidates on the internal basis can makes the job more easier and also cut down
the time filing vacant positions. In this manner, the company has uses the existing recruitment
strategy into effective terms.
Company's selection procedures
At the organisational level, selection is the procedure of hiring and identifying the
applicants for filling the vacancies within the company. The selection of employees is a process
of matching the needs of organisation with the qualification and skills of individuals.

Within the business environment, it is very significant to follow the procedure of
selection into proper manner. The process of selection basically refers to the process of
shortlisting and selection of the right candidates in order to meet out the requirements of the
organisation(Cooke and et.al., 2020). It is very essential that selection of candidates should be
done into appropriate terms so that it contribute in terms of lowering the turnover of labour. It
will ultimately support the organisation in terms of minimising the cost of recruitment. If the
right person has been selected then it ultimately contribute towards the positive development and
growth as well. It also contribute into context of motivating the employees in order to work more
efficiently and effectively as well. In context to TESCO organisation, there are certain stages of
screening where in the first stage, the selectors of TESCO will have a clear idea about every
applicant CV. Curriculum Vitae basically depicts about the summarisation of education of
candidate and also about the history of job into up to date form. An appropriate CV helps the
TESCO organisation in order to evaluate that the candidate matches the specification of person
for the job. At the organisational level, company also gives the tool of “job type match” on their
web page of careers. With this kind of facility, people can also see that where they might fit in
before applying. Tesco's procedure of selecting the candidates of external management basically
include several kinds of steps or stages as well.
The candidate who passes screening can attend an assessment centre which takes place in
store and also run by the managers as well. They also support in terms of providing consistency
in the process of selection. There are various kinds of exercises which has been given to the
applicants which include problem solving exercises, team working activities etc. These basically
include the problems examples which they might have to deal at the work. Candidates who are
approved by the internal assessment centres who move towards the round of interview(Gemar
and et.al., 2019). Line managers for the job on offer take part in the interview in order to make
sure that the candidate fits the requirements of job. In this manner, company has to conduct
various kinds of rounds and follow certain stages in order to assess the candidate into right
terms. This is the best way to find out every aspect of the individual so that it can be find out that
whether the candidate can act as the asset for company or not. In this way, the TESCO
organisation has followed the proper procedure in order to find out the right candidate for their
organisation into effective terms.

Company's existing motivation
Motivation refers to the motive word that means desires, needs and wants that drives
within the individual. At the organisational level, here motivation means that about the ways the
business can encourage the staff members to give their best(Greer., 2021). It has been observed
that the motivated staff members basically result into the success at a higher scale of business
and also work into better terms. An employee who is motivated contribute in terms of increasing
the output which has been caused by the extra effort from workers. Within the business
environment, motivation of employees act as the key for the organisational success and growth
as well. Its the kind of commitment level, drive and energy which the employees of organisation
bring to the role on the daily basis. Without the factor of motivation, organisation has faced the
productivity into lower terms and also lowers down the level of output as well. It also not only
increases the quality level of their employees but also about the organisation. At the level of
organisation, it is very significant to have motivation level so that company and its related people
continuously work towards it into consistent manner. Factor of motivation that also lead towards
the work force stability and also brings the level of confidence among co-workers. It also
contribute in terms of improving the work performance , secures the loyalty and also reduces the
turnover of labour as well. The factor of motivation also improves the image of an organisation
and also attract the competent in an organisation. In context to TESCO organisation, the
company has to aim towards motivating the employees through focusing towards the factors of
hygiene and by enabling the satisfiers as well(Jiang and Messersmith., 2018). For instance, it has
been observed at the organisational level they empowers and motivate the employees through
proper and communication into proper time as well through assigning the obligation and involve
the staff members in the making of decision.
TESCO company also uses different ways in order to motivate their employees and some
of them basically include rewards, training and development and personal development.
Development at personal level basically shows that the workers are able to grow and develop,
voluntary benefits, staff housing, timely communication, hygiene factors and employee share
scheme plans as well. At the organisational level of TESCO, Taylor's motivational theory
implementation also contribute in terms of maintaining the motivation level into appropriate
terms.

The company's employee reward programmes also act as the motivation factor in terms
of keeping employees motivated in their personal and professional life. It has been observed that
employees also feel enthusiastic if they have feeling of content in their activity. Employees of
TESCO organisation also feel motivated when professional people make up the environment of
good working where workers have feeling of great importance and also contribute in terms of
enhancing the communication level and also being asked for their opinions as well(Lussier and
Hendon., 2019). The motivation level of employees can also be maintained into higher terms if
the company put in their members of staff by development and training. It ultimately results into
enhancing their skills, knowledge and sense of job satisfaction level as well. In this way, TESCO
company motivate the employees into positive manner at the organisational level which act as
beneficial parameter for the further development and growth of the organisation.
Challenges identified within the selection, recruitment and motivation strategies
There are certain kind of challenges which has been identified within the selection,
recruitment and strategies of motivation which has been defined into the following manner:
 Large number of candidates without proper qualification: There are many recruiters
who have to face struggle in terms of finding the talented candidates because they are not
showcasing themselves into wide manner or not very particular that what has been
required in a candidate. When applicants have been searching, it is important to have
surety to give the particular inside information on the requirements, certifications and the
training required for the job individual is filling. It is important to make sure to post the
search on the variety of websites and variety of different locations and companies.
 Loosing applicants to competitors: In this competitive world, enterprises have the
knowledge that they require to have offers of competitive level for jobs which include
flexibility, paid time off, benefits etc then the organisation have offers for salaries into
competitive nature and also have flexible room and time for growth as well(Midhat Ali
and et.al., 2021). Within the market of job, workers have the knowledge about their
importance and they easily not ready to be settle down on the competitive offers out there
as well and also they are ready to negotiate as well.
 Providing an insignificant experience of interview: At the organisational level, it has
been observed that when candidate comes for the interview then they evaluate the

environment of office and tone which has been fixed during the time period of interview.
It is not important that whether the individual is part of the interview or not then they
need to set an excellent first impression. It can be done through showcasing the
beneficial and unique aspects of working for the company.
 Delayed hiring process: Within the organisational environment, it has been observed
that if there is a strong candidate in mind for a particular position but hesitant in terms of
proceeding because of lack of experience which can delay the process of
hiring(Morgeson and et.al., 2019).Otherwise, there can be option that to lose the quality
candidate to a competitor. According to the hiring process, it is very important to make
sure to move into swift manner otherwise they will lose out certain great employees.
 Lack of branding: When working to build the brand, it is important to think about
working into smarter terms not in the harder manner. It is important to use the resources
which they already have and ask the current employees in order to increase the presence
of company on the online basis with solid reviews. A prospective employee is someone
who will do the research before taking the job with the company. If the online presence is
on the minimal basis, then they are less likely to be interested in working for the business.
In context to TESCO company, it is very important that to understand these challenges within the
recruitment and selection so that they can find out the solution for it into fast pace manner. So its
very important for the organisation that they do not need to take these challenges into lighter
terms other wise organisation has to face consequences for it on a very large scale. At the
organisational level of TESCO, while implementing the strategies of motivation they have to to
sometimes face the fear of failure and also they don't have guarantee that through these strategies
whether they can achieve success or not (O’riordan., 2022). While using these motivation
strategies they have lack of clarity due to which they are not sure about it to implement it into
appropriate terms. Sometimes they have started comparing themselves with other organisations
due to which they can't focus on their unique strategy of motivation. At the organisational level,
it is not necessary that every employee feel motivated with these kind of strategies because every
individual has their own point of view and also has their own way of working as well. So these
are the challenges faced by the TESCO organisation within recruitment, selection and motivation
strategies as well.

Recommended justifications and recommendations
At the level of organisation it has been observed that recommendations are very
important in order to implement into effective terms as well. These recommendations are very
useful which act as supporting parameter for the organisation in terms of growing into fast pace
manner within this competitive environment(Pattanayak., 2020). These problems and challenges
needs to be resolved into fast pace manner because it act as hindrance into context of further
development and growth. For improving these challenges, it has been act as guidance for the
organisation of TESCO that they have to frame or design the method of recruitment and
selection into appropriate according to the changing digital technologies.
It has been also recommended that they have to work on making the hiring process more
effective and to the point as well so that recruitment can be done into fast pace manner. They
have to always work on their unique ideas so that they can give tough competition to their
competitors in terms of recruitment, selection and motivation strategies as well. They have to be
very specific in their requirements regarding the selection of candidate so that they need not to
face large number of applications which ultimately result into waste of time. It has been also
recommended for the TESCO organisation that they have to work on their brand image into
consistent manner so that it can remain the first choice of their customers into consistent manner.
So these are the recommendation which are justifiable because the decisions has been taken by
considering all the kinds of changes whether it is related to technologies, changing business
requirements, people preferences and the way of working as well(Stone and et.al., 2020). These
recommendations not only resolve the challenges faced by the organisation but also contribute in
terms of organisational growth and development as well. So without recommendations a
company does not perform into out of the way manner with the right kind of approach.

CONCLUSION
According to the report it concludes that resource management is very important for the
organisational success and growth as well. Within the department of human resource, it is very
important to frame strategies, policies into appropriate terms. The strategy of recruitment is very
significant for recruiting the best candidate for their organisation . That's why it is very essential
to analyse every aspect of the individual into result oriented terms. It has been determined that at
the organisational level, selection procedure is very important which needs to be followed into
proper manner so that candidate can be selected on the basis of their capabilities rather than the
political support system as well. It has been observed that every company has their motivation
factor which lead the organisation into effective and efficient manner as well. There are certain
challenges which has been identified within the recruitment and selection and also there are
certain motivation strategies which help the employees to stay consistent in their work.

REFERENCES
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