Planning and Recruiting Process of Tesco Company

2. Human Resource Management
Topic: Planning & Recruiting
Presented To:
Ma’am Saher Butt
Presented By:
Rahima Noor BC11-477
Maryum Sarwar BC11-478
Mahreen Iqbal BC11-476
Nimra Noor BC11-470
Tehmina Kamran BC11-473
Hira Ilyas BC11-445

3. Students of:

5. Some Facts about Tesco
3rd Largest
Retailer
Diversified
in 1990
2nd
Largest in
terms of
profit
It’s
Name

6. Introduction
A British Multinational grocery and merchandise retailer.
Store in 14 countries around the world
Brand appeared firstly in 1924

7. Name Tesco
Type Public LTD. Company
Traded as LSE:TSCO
Industry Retailing
Founded 1919(East London)
Founder Jack Cohen
Headquarter England ,UK.
Numbers of
Locations
6351 Stores
Area Served Worldwide
Revenue 64.539 Billion Pounds
Employees 5,19,671.

8. Tesco Stores
 Tesco Extra
 Tesco superstore
 Tesco Metro
 Tesco Express
 One stop
 Tesco Home plus

10. Tesco product Categories
 Groceries: Groceries, recipes, real food etc.
 Entertainment: Mp3, Concert tickets, DVD Rentals.
 Books: Pre-order, children’s corner, cookery etc
 Clothing: Brands, Kids, Women, Men etc.
 Freedom to choose from Network: SIMs, Broadband
etc
 Banks: Credit cards, Car, Home, Pet, Travel

11. Vision Statement

12. Mission
to create value for customers to earn their
lifetime loyalty.

13. Our
Strategy
To grow the UK core
To be a creator of highly credited brand
To be an outstanding international retailer in store and online
To be as strong in everything we sell as we are in food
To grow retail services in all our market
To put our responsibilities to the communities we serve at
the heart Of what we do
To build our team so that We create more values

14. 360000
workers
globally.
It operates in
12 countries
apart from UK,

15. Around the World
UK
Malaysia
South
Korea
Thailand Hungary Ireland
China India USA
Poland Slovakia Turkey

16. 
Objective
To identify the opportunities by
distributing resource to
produce the desired outcomes of the stakeholders.

17. HR Contribution for Company
to compute and minimize
the labor turnover
Adequate the Staff in
each Department
Flexibility Plan the staff
as per financial, functional
and numerical
Trained the staff for
maximum output

18. Tesco HR Departments
• Planning of the techniques to compute and minimize the
labor turnover
• Planning in advance to ensure that each and every
department has adequate staff
• In fact planners of the HR conduct the flexible workforce
that has financial, functional and numerical flexibility.

20. Importance of Assessment
Effective Hr strategies
Gain competitive advantage
Effective hiring

21. Assessment of Current Needs
Yearly planning process.
Quarterly reviews
Assessing the job vacancies.
Annual appraisals.

22. Benefits
Quarterly reviews
give adequate
time for staffing
and hiring.
Practice of talent
planning at
TESCO.
Motivation to
employees
More
applications for
higher jobs.
The manager
makes out the
competencies,
behaviors and
technical skills

23. Future Needs
Trend analysis
Ratio analysis
The scatter plot

24. Trends Analysis
 analysis involves your firm’s employment levels over
the past five years

25. Ratio Analysis
compute the
number of
employees in
your firm
at the end of
each of the
past five
years
identify
employment
trends

26. Scatter Plot
shows graphically
how two variables
are related.
forecast the level
of business .
estimate your
personnel
requirements.

27. Evaluating the organizations future
requirements
 Skills
 Locations
 Numbers

28. At TESCO
Training and
Recruitment.
Hiring at
regular basis.
Global
diversification.
In -house
recruitment.
New type of
Jobs

30. Planning:
Plan is a blueprint for action. It specifies:
i. Resource allocation.
ii. Schedules.
iii. Actions necessary for attaining goals.
“Planning is the act of determining the organization’s
goals and the means for achieving them”.
Goals:
“It is desired future stat that an organization’s attempts
to realize”.

31. Why is planning important to managers:
To determining new opportunities
To anticipate and avoid future
problems
To set standards

33. Work Force Planning Table:
Tesco uses a work force planning table to establish the likely
demand for new staff (Managerial and non-managerial positions).
This planning process runs each year from the last week of
February.
There are quarterly reviews in May, August and November.

34. Components of workforce planning:
Person
Specification
Job specification

35. Components of workforce planning:
 Tesco company as a useful element in workforce
planning they insist of having a clear job description
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 responsibilities

36. Person specification and job Specifications:
 The skills
 Characteristics
 Attributes
“Job Specification means statement of the
needed knowledge, skills and abilities of the
person who is to perform the job”.

37. These components to help the organization in
hiring process.
They also offer the benchmark for all types of
job.
Managers can better understand what is the
best for a job according to the skills of person.

38. ORGANIZATIONAL CULTURE
It comprises of :
Shared values
Beliefs
Employee Behaviors
Perceptions and
Continuous Learning
“It is the outcome of the maintained interaction between
individuals in organizations and prevails commonly in
feelings, behavior and thoughts of individual’s. ”

39. It creates a robust
organization
Maintained
Transformed
Created by the
people and
Sustained by the
Leadership
Organizational Culture is:

40. Benefits
Increased corporation
Mutual trust
Open communication
and
Helping employees

41. 3 main steps comprised in changing of the
culture of the organization:
Firstly, it should recognize about the existing culture and the
things they are performing.
Secondly to decide about what culture of the organization
must give to the success of the support.
Lastly, the people in the Company should decide to alter their
nature to make the desired culture of the organization.

42. 6 stages for controlling and managing the
Organization
Work
Level 1:
dealing
directly
with the
customers
It needs the
capability
to operate
rightly
and to
coordinate
well with
the others

43. Work
level 2 :
needs the
capability to
manage the
resources,
to make
targets and to
motivate
others.

44. Work
level
3 :
needs
skills of
the
managem
ent
comprising
target
setting,
reporting
and
planning.
Work
level
4 :
supports
operatin
g units
suggesting
strategic
change.
It need
skills to
evaluate
the
informatio
n.

45. Work
level 5 :
It needs the
capability to
lead others
and make
main actions.

46. Work
level 6 :
needs the excellent
retailing overview
and the capability
to maintain the
vision.

48. Recruitment
• Comprises fascinating the accurate standard
of the applicants for available vacancies.
• Tesco first views at its inner plan of the talent
to fill vacancy.
• Purpose is to ensure that all employees work
together for driving of the business
objectives.

49. Types of Recruitment
External Recruitment
Internal Recruitment

50. External Recruitment
 recruit from outside the
organization
 the Company advertises
through the website
(www.tescocareers.com)

51. Tesco Promotes Externally Through:
offline
media
websites
Radio, TVAdvertisement
on google
Magazines like
The
Appointment
General

52. External Recruiting
Advantages Disadvantages
Increases diversity Expensive
Facilitates growth Slower
Shortens training time Less reliable data
Problem solving theory Stifles upward movement of personnel

53. Internal Recruitment
This is a process that lists :
 promoting employees from within an organization to
fill upcoming positions.
 current employees looking for
a move, either at the same level
or on promotion.

54. Methods of Internal Recruitment:
• Face to face conversations
Interviews
• Are conducted to collect information about beliefs
Structured Interviews
• Interviews are conducted to know about unveil facts and explore wide about the
jobs which needs to be filled
Unstructured Interviews
• To know about the behaviors
Non-Situational Interviews

55. Internal Recruitment
Advantages Disadvantages
Better assessment of candidates Creates vacancies
Reduces training time Stifles diversity
Motivates employees
Insufficient supply of candidates
High performance work system
characteristic

56. Benefits of Recruitment methods
Interviews Assessment centers
Provide opportunities to ask probing
Can observe candidates in the problem questions explore
suitableness of solving process and predict candidates.
Enable interviewers to describe the job

57. continue
understand new recruits strengths
and weaknesses
Provide opportunities for
candidates
Can make a pool for future
employee ask questions vacancies.
Identify the skills, knowledge, and
enable a face-to-face meeting
attributes that employee shows
Minimize the induction cost assess
the organ

58. Strengths of internal recruitment
Reduce the cost
Accurate view
of candidate’s
skill
Stronger
commitment
Increasing
employee
morale
Less training
and orientation
Sustain
knowledge
and culture
Employee
performance
gets high

59. Weaknesses of internal
recruitment
Failed applicants are
dissatisfied
Limited number of
candidate pool
Less job suitability
Another vacancy
occur
New blood

60. Strengths of external recruitment
New blood adaptable Large pool
Job
suitability
Avoid
ripple effect

61. Weaknesses of external
recruitment
De-motivate internal
employee
Higher cost
Culture shock
high turnover rate

62. chart
• applicant
attend the
assessment
centres
Manager take
• applicant is
provided with
various exercise
Puzzle
solving
• manager takes
the interview
If approved

63. Conclusion:
 HRM is the vital element within the organization
 HUMAN RESOURCE MANAGEMENT is the key factor for the
organization
 human is considered as the valuable assets for the organization.