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Recruitment and selection process in Tesco
 

Recruitment and selection process in Tesco

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    Recruitment and selection process in Tesco Recruitment and selection process in Tesco Document Transcript

    • 2nd year 1st semester 1st assignmentRecruitment andselection process inTesco HUMAN RESOURCE MANAGEMENT BBA 203NAME &REG.NO A/BBA/09/068 –MADHUBASHINID.K.D A/BBA/09/070 –MADUSHANKA M.D.I A/BBA/09/063 –KUMARA M.D.U.P A/BBA/09/069 –MADUSHANKAK.G.S.DLEC.NAME MR.N AGAINPAGES 15WORDS 2152
    • ContentsIntroduction ............................................................................................................................................................... 21.Define the terms recruitment and selection. How do these processes enable an organization like Tesco to getthe right people to fill its posts? ................................................................................................................................ 32. Describe how job description and person specifications are helpful in the selection process? What otherpurposes might a job description is used for? ........................................................................................................... 64. Analyze Tesco’s methods of attracting and recruiting candidates. Outline what you consider to be the mainstrengths and weaknesses of one of these methods?............................................................................................. 10Conclusion ................................................................................................................................................................ 13References ............................................................................................................................................................... 14
    • IntroductionHuman resource management defined in A handbook of human resource management practice byMichael Armstrong as „A strategic and coherent approach to the management of an organization‟smost valued assets – the people working there who individually and collectively contribute to theachievement of its objectives.‟ with key functionsof organizing, resourcing, human resource planning,reward management and employee relations.In Tesco the biggest private sector employer in UK spread its trading over 13 countries; the number ofboth non-store and store-based employees are growing all the time.They also have an InternationalSourcing team of more than 1000 people in 20 countries what‟s value according to their webhttp://www.tescoplc.com/“Our success depends on people: the people who work with us and the peoplewho shop with us.”- is given as this case study where we should considering aboutresourcing function ofTesco‟s HRM process.In this case study recruitment and selection of Tesco is been study and thorough out can identify howTesco be the biggest employer and still manage human resource effectively and efficiently. According tohuman resource planning the vacancies is being understood. And the recruiting process of choosing theright person for the vacancy by analyzing job description and person specification are beingobserved.The method they attracting and recruiting candidates for those vacancies which mostly is theinternal recruitment method is similarly studied. Evaluation of benefits for Tesco of using interviewmethod and assessment centers in the selection process is also done.
    • 1.Define the terms recruitment and selection. How do these processes enablean organization like Tesco to get the right people to fill its posts?“The number and categories of people required should be specified in the recruitment. Program whichis derived from Human resource plan…” (A Handbook of Human Resource Management Practicepage409- 410) .It means that recruitment is linked with planning. “Is the process of developing a pool of qualified applicants who are interested in working for theorganization and from which the organization might reasonably. Select the best individual or individualsto hire for a job.” (International Students Edition Managing Human Resource Edition 13 page 183) To select that kind of individual attraction needed. Ways of attracting right person for the correctjob  Walk-ins  Employee referrals  Advertising  Websites  Professional/ Educational/Association  E- recruitment  Word of mouthFactors considering setting recruitment plan.  Cost  Time taken  Labor market  Mobility of labor  Legislation on gender, race, disability discrimination. Methods of recruiting I. Internal  Job posting  Promoting & transfer  Union through assigning  Retired employees & dependents of deceased  Employee referrals II. External
    •  Advertising  Employment agencies  College recruits  Employee referrals  Walk-ins  E-recruitment III. Alternative ways  Leasing employees  Overtime  Part time workers  Temporally workers  Out sourcingSelection is the process of picking individuals who have relevant qualification to fill jobs in anorganization.Selection ProcessConcerned with identify the best candidates or candidates for job form among the pool of qualifiedapplicants developed during recruiting process.Steps in selection Medical exam/drug test Supervisor/team interview Back ground investing Employment testing aptitude ,achievement Initial interview in HR department Completion of application
    • When we considering about the recruitment process Tesco‟s the process of recruiting dependson the job that available and mostly internal recruiting method. 1. As first Tesco looks for Internal Talent plan to fill the vacancies. 2. This process that lists current employees that looking for a move either at same level or on promotion. 3. If there isn‟t any suitable person internal management develop a training and development program. 4. And use internal E-recruitment method to advertises post in Tesco‟ intranet. 5. If external recruitment methods used the advertise in their public web site www.tesco- careers.com 6. External vacancy board. 7. Made applicant online for managerial positions. 8. Chosen applicants must have an interview followed by attendance centre. 9. People interested in store-based jobs with Tesco can approach store with their CV / register through job centre. 10. The store prepares a waiting list of not selected applicant to make a pool of suitable recruits in order to call if another vacancy occurs. 11. For harder to fill or more specialist jobs, such as bakers and pharmacists external recruitment methods used. Like its public web site & offline media, television, radio or advertising Google or in magazines such as appointment journal. Human Resources planning. Selection process Performance appraisal Job analysis Training & development Basis line management function Compensation Figure 1(International Students Edition Managing Human Resource Edition 13page 156
    • 2.Describe how job description and person specifications are helpful inthe selection process? What other purposes might a job description isused for?job analysis is the process of gathering & organizing detailed information about various jobswithin the organization so that managers can better understand the processes through which theyare performed most efficiency. (International Students Edition Managing Human Resource page155)Job analysis conclude with two main part .such as,  Job description  Job specificationJob specification means statement of the needed knowledge, skills, and abilities of the personwho is to perform the job. (International Students Edition Managing Human Resource Edition13page 93)Job description designates the statements of the tasks, duties, and responsibilities of a job to beperformed.Selection process means the steps that conclude to choose the right person for the right jobwithin the organization using the job specification & job description. Thus there are directconnections between the selection process & job analysis.In Tesco Company as a useful element in workforce planning they insist of having a clear jobdescription including details of  The title of job  To whom the job holder is responsible.  For whom the job holder is responsible.  A simple description of roles and responsibilitiesPerson specification include
    •  The skills  Characteristics  AttributesThat person needs to do a particular job. At Tesco these documents are combined to deliver thenecessary information. And together it provides the basis for organizational job advertisementfor internal applicants. And send a clear message to people who apply for the job  To attract the suitable people  Act as a checking device to choose. Right applicant forms the interview.  Set the target and standards for job performance.And those show how a job –holder fits into Tesco business or not .They help Tesco to providebenchmark treatment for each job responsibilities and skills and select process of recruit the rightperson .As figure (0 .1)in screening of the selection process .Tesco matches person‟s specifications forthe job and person‟s curriculum vitae and job description includes the details they are assigned todo.Other purposes Tesco use job description are  Human resource planning.  Identify skills ,required for jobs  Compare current skills with future needs  Recruitment  Selection  Induction  To inform employee job responsibilities  Training & development  To determine training objective and training content.  Performance evaluation
    •  Wage and salary administration  Health & safety  To identify job related hazards.  To take job hazards prevention actions.J3.Tesco‟s methods of recruiting and attracting is dependson situation but candidates are mostlyfrom Internal Talent plan either from current employees that looking for a move either at samelevel or on promotion. If there isn‟t any suitable person internal management develop a trainingand development program, use an internal E-recruitment method to advertises post in Tesco‟intranet.If external recruitment methods used the advertising in their public web site www.tesco-careers.com/ External vacancy board and applied online for managerial positions. The storeprepares a waiting list of not selected applicant to make a pool of suitable recruits in order to callif another vacancy occurs. Harder to fill or more specialist jobs, such as bakers and pharmacistsexternal recruitment methods used. Like its public web site & offline media, television, radio oradvertising Google or in magazines such as appointment journal.Strengths and weakness of using internal recruitment in TescoStrengths Can reduce the cost of recruiting employees from outside. More accurate view of candidate‟s skills. Stronger commitment to the company. Increasing employee morale. Less training and orientation required. Sustain knowledge and culture. Employee performance is getting high as they know the carrier ladder.
    • Weakness Failed applicants become dissatisfied. Limited number of candidate pool to choose from. External candidates might be better suit for the job. Another vacancy will be creating within that has to be filled. Business may become resistance to change, by not new perspectives and attitudes brought inStrengths and weakness of using external recruitment in TescoStrengths New perspectives and attitudes brought in Adoptable Large number of candidate pool to choose External candidates are better suit for the job Avoid ripple effectWeakness Demotivate internal employee High cost for selecting process Induction and orientation costs Cultural shock High turnover rate
    • 4.Analyze Tesco’s methods of attracting and recruiting candidates.Outline what you consider to be the main strengths and weaknesses ofone of these methods?In the external management recruitment selection process of Tesco they use few uniform stages. Vacancies advertised on Tesco website and other media, such as national press Successful candidates invited for interview Successful candidates from screening attend Unsuccessful candidates sent letter Assessment Centre Successful candidates invited to second interview Successful candidates sent offer letter and contract Figure 2Interview means “Face to face conversations between prospective job applicant andrepresentatives of the organization” (International Students EditionManaging the HumanResources -Page230).Techniques of handling interviews. They are  Situational interviews- applicant is questioned about a particular incident and asks how he reacts.  Structured interviews-interview to collect information about beliefs, facts attitude and behaviors. It can present one to one, may be through Internet or telephone. Been directed before and scripted the questions what staging standardized interview method so they can evaluate the candidate.
    •  Unstructured interview- interview to explore wide range the candidate and its non- directive, non-structured and responded led which cover variety of topics through open questions.  Semi Structured interview- combination of both unstructured and structured to collect qualitative information about views opinions and experiences by asking open ended and close ended questions.Thus Tesco use two interview on screening process there are benefits like  Provide opportunities for interviewers to ask probing questions about the candidate‟s experience and to explore his suitableness  Enable interviewers to describe the job (a „realistic job preview‟) and the organization in more detail, suggesting some of the terms of the psychological contract;  Provide opportunities for candidates to ask questions about the job and to clarify issues concerning training, career prospects, the organization and terms and conditions of employment;  enable a face-to-face encounter  Give the candidate the same opportunity to assess the organization, the interviewer and the job. (A Handbook Of Human Resource Management Practice page 440-441)  Using assessment Centre for screening is another effective method that Tesco use. Assessment Centre is used in selecting the applicants who choose from first interview. The assessment centre takes place in store and run by managers. They help to provide constancy in the selection process. Applicants are given various exercises, including team work problem solving exercises like critical incident analysis etc. Candidates approve by the internal assessment centre then face to the last interview to find out whether candidate has job requirement. Advantages in this method are  Can observe candidates in the problem solving process and predict their future performance fulfill the requirements to handle the job.  Can understand new recruits strengths and weaknesses before recruiting.
    •  Can make a pool of employees that reject in selection this time but up to the level of employee need to recruit future employee vacancies. Identify the skills, knowledge, and attributes that employee shows and the job he should be assign to. Minimize the induction cost.
    • ConclusionThis assignment contains a comparison, of human recourse functions and their application in realworld. In this assignment, we have considered the firm Tesco, the largest employer in UK.Not only that but also this assignment explains what a job description is, what a job specificationis an all other HR function are,So we have explained how Tesco has applied Several HR techniques to manage their worth farcein an efficient managerCollecting information with regard to applicants job vacancies recruitment, selection, is adifficult task and in the assignment we have explained how a firm as implemented HR theory inthe real world.In the selection process Tesco uses job description and job specification to get information withregard the job and in the internal recruitment process, use a talent plan and then they advertise oninternet about job vacancies.And in the external recruitment process they advertise on their official web site regarding jobvacancies available.Further in this assignment we also have maintained about interviews used by Tesco in selectingtheir employees. They also do a screening of job applicants to get and overall idea on employee‟squalifications.
    • ReferencesName of the book or Website Author Published year Publisher and and the edition addressHuman Resource Management. -H.JhonBernardin 1998 McGraw-Hill Book Co-SingaporeAn Experiential approach -Joyce E.A Russell 2nd EditionHuman Resource Management. Edited by 1995 Routler JhonStoreyA Critical Text 11 new Fetter Lane, London ECA4p 4EECases in Human Resource Edited by Ann E. 1996 PITMANManagement McGoldrick PUBLISHING,128 1st Edition Long Acre, London WC2E 9ANA Handbook of Human Resource Michael Armstrong 2006 120 Pentonville RoadManagement Practice , London N1 9JN 10th edition United Kingdom 525 South 4th Street, #241, Philadelphia, PA 19147, USAhttp://www.tescoplc.com/ ©Tesco PLC Tesco PLC, New Tesco House, Delamare Road,
    • Cheshunt, Hertfordshire, England EN8 9SLPersonnel and Human Resources G.A Cole 2002 Gamut, The TowerManagement building, 11 York 5th Edition road, London SE17 7 NXInternational Students Edition -G.Bohlander 2007 Thomas HigherManaging the Human Resources. Education, 519 -S.Shell 13th Edition Natorp Boulevard,International Students Edition Mason OH 45040, USA