Recruitment and selection process in Tesco

2nd year

1st semester

1st assignment

HUMAN RESOURCE MANAGEMENT

BBA 203

NAME &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.D

LEC.NAME MR.N AGAIN

PAGES 15

WORDS 2152

Contents

Introduction.............................................................................................................................................................2

1. Define the terms recruitment and selection. How do these processes enable an organization like Tesco to get

the right people to fill its posts?...............................................................................................................................3

2. Describe how job description and person specifications are helpful in the selection process? What other

purposes might a job description is used for?..........................................................................................................6

4. Analyze Tesco’s methods of attracting and recruiting candidates. Outline what you consider to be the main

strengths and weaknesses of one of these methods?............................................................................................10

Conclusion..............................................................................................................................................................13

References..............................................................................................................................................................14

Introduction

Human resource management defined in A handbook of human resource management practice by

Michael Armstrong as ‘A strategic and coherent approach to the management of an organization’s

most valued assets – the people working there who individually and collectively contribute to the

achievement of its objectives.’ with key functions of 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 of

both non-store and store-based employees are growing all the time. They also have an International

Sourcing team of more than 1000 people in 20 countries what’s value according to their web

http://www.tescoplc.com/ “Our success depends on people: the people who work with us and the people

who shop with us.”- is given as this case study where we should considering about resourcing function

of Tesco’s HRM process.

In this case study recruitment and selection of Tesco is been study and thorough out can identify how

Tesco be the biggest employer and still manage human resource effectively and efficiently. According to

human resource planning the vacancies is being understood. And the recruiting process of choosing the

right person for the vacancy by analyzing job description and person specification are being observed.

The method they attracting and recruiting candidates for those vacancies which mostly is the internal

recruitment method is similarly studied. Evaluation of benefits for Tesco of using interview method and

assessment centers in the selection process is also done.

1. Define the terms recruitment and selection. How do these processes enable

an 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 which

is derived from Human resource plan…” (A Handbook of Human Resource Management Practice

page409- 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 the

organization and from which the organization might reasonably. Select the best individual or individuals

to 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 correct

job

Walk-ins

Employee referrals

Advertising

Websites

Professional/ Educational/Association

E- recruitment

Word of mouth

Factors 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 sourcing

Selection is the process of picking individuals who have relevant qualification to fill jobs in an

organization.

Selection Process

Concerned with identify the best candidates or candidates for job form among the pool of qualified

applicants 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 depends

on 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.

(International Students Edition Managing Human Resource Edition 13page 156

Compensation

Training & development

Performance appraisal

Basis line management function

Job analysis

Selection processHuman Resources planning.

Figure 1

2. Describe how job description and person specifications are helpful in

the selection process? What other purposes might a job description is

used for?

job analysis is the process of gathering & organizing detailed information about various jobs

within the organization so that managers can better understand the processes through which they

are performed most efficiency. (International Students Edition Managing Human Resource page

155)

Job analysis conclude with two main part .such as,

Job description

Job specification

Job specification means statement of the needed knowledge, skills, and abilities of the person

who is to perform the job. (International Students Edition Managing Human Resource Edition

13page 93)

Job description designates the statements of the tasks, duties, and responsibilities of a job to be

performed.

Selection process means the steps that conclude to choose the right person for the right job

within the organization using the job specification & job description. Thus there are direct

connections between the selection process & job analysis.

In 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

Person specification include

The skills

Characteristics

Attributes

That person needs to do a particular job. At Tesco these documents are combined to deliver the

necessary information. And together it provides the basis for organizational job advertisement

for 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 provide

benchmark treatment for each job responsibilities and skills and select process of recruit the right

person .

As figure (0 .1)in screening of the selection process .Tesco matches person’s specifications for

the job and person’s curriculum vitae and job description includes the details they are assigned to

do.

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.

J

3.

Tesco’s methods of recruiting and attracting is depends on situation but candidates are mostly

from Internal Talent plan either from current employees that looking for a move either at same

level or on promotion. If there isn’t any suitable person internal management develop a training

and 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 store

prepares a waiting list of not selected applicant to make a pool of suitable recruits in order to call

if another vacancy occurs. 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.

Strengths and weakness of using internal recruitment in Tesco

Strengths

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 in

Strengths and weakness of using external recruitment in Tesco

Strengths

New perspectives and attitudes brought in

Adoptable

Large number of candidate pool to choose

External candidates are better suit for the job

Avoid ripple effect

Weakness

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 of

one of these methods?

In the external management recruitment selection process of Tesco they use few uniform stages.

Interview means “Face to face conversations between prospective job applicant and

representatives of the organization” (International Students Edition Managing the Human

Resources -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.

Unsuccessful candidates sent letter

Successful candidates invited for interview

Successful candidates sent offer letter and contract

Successful candidates invited to second interview

Successful candidates from screening attend Assessment Centre

Vacancies advertised on Tesco website and other media, such as national press

Figure 2

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.

Conclusion

This assignment contains a comparison, of human recourse functions and their application in real

world. 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 specification

is an all other HR function are,

So we have explained how Tesco has applied Several HR techniques to manage their worth farce

in an efficient manager

Collecting information with regard to applicants job vacancies recruitment, selection, is a

difficult task and in the assignment we have explained how a firm as implemented HR theory in

the real world.

In the selection process Tesco uses job description and job specification to get information with

regard the job and in the internal recruitment process, use a talent plan and then they advertise on

internet about job vacancies.

And in the external recruitment process they advertise on their official web site regarding job

vacancies available.

Further in this assignment we also have maintained about interviews used by Tesco in selecting

their employees. They also do a screening of job applicants to get and overall idea on employee’s

qualifications.

References

Name of the book or Website Author Published year

and the edition

Publisher and

address

Human Resource Management.

An Experiential approach

-H.Jhon Bernardin

-Joyce E.A Russell

1998

2nd Edition

McGraw-Hill Book

Co-Singapore

Human Resource Management.

A Critical Text

Edited by Jhon

Storey

1995 Routler

11 new Fetter Lane,

London ECA4p 4EE

Cases in Human Resource

Management

Edited by Ann E.

McGoldrick

1996

1st Edition

PITMAN

PUBLISHING,128

Long Acre, London

WC2E 9AN

A Handbook of Human Resource

Management Practice

Michael Armstrong 2006

10th edition

120 Pentonville

Road , London N1

9JN United Kingdom

525 South 4th Street,

#241, Philadelphia,

PA 19147, USA

http://www.tescoplc.com/ ©Tesco PLC Tesco PLC, New

Tesco House,

Delamare Road,

Cheshunt,

Hertfordshire,

England EN8 9SL

Personnel and Human Resources

Management

G.A Cole 2002

5th Edition

Gamut, The Tower

building, 11 York

road,

London SE17 7 NX

International Students Edition

Managing the Human Resources.

International Students Edition

-G.Bohlander

-S.Shell

2007

13th Edition

Thomas Higher

Education, 519

Natorp Boulevard,

Mason OH 45040,

USA