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SELECTION

REPORT ON TESCO - RECRUITMENT AND

R.P.D.Dulanjalee Sachittra Management Case Studies & Seminar CBA/080/192 7 pages( inclusive of the cover page)

2 2 TESCO - RECRUITMENT AND SELECTION 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? Human resources are an integral part of the organization because the success of the organization will be determined based on the efficiency and quality of the people. Recruitment and selection process is a strategic function of a human resource department of an organization therefore, its important to have a strategic approach to allow the company to make the best out of this process. Recruitment refers to the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. On the other hand, selection refers to the process involved in choosing from applicants a suitable candidate to fill a post. Organizations use various methods and sources for the recruitment process and they can be classified in to two as internal and external recruitment. Tesco has a structured process of recruitment and selection, to recruit right people for the right position in order to match the needs of Tesco. Tesco has set an efficient strategy, when they were setting objectives for workforce planning. It has also has a cost effective means of attracting applicant through, Website, Job centre place or store boards. Any applicant who wishes to apply for local jobs, management posts and head office positions can access to Tescos website and follow a simple application process. The company also provides a job type match tool on its careers web page. People interested in working for Tesco can see where they might fit in before applying. Tesco has also maintained the capability to attract and candidates hence by first dividing each its organizational process requirement put for each process

specification to serve its future expansion opportunities. The selection process

3 3 comprises of three parts namely screening, assessment centre and final interview, which assesses the applicants from technicality and personality aspects and leaving no gaps to get the right person in first time. The process followed by Tesco, will enable them to acquire the right people they are looking for to reach the whole organization objective.

2. Describe how job descriptions and person specifications are helpful in the selection process? What other purposes might a job description be used for? A job description will set out how a particular employee will fit into the organization and a job specification goes beyond a mere description, in addition, it highlights the mental and physical attributes required of the job holder. A welldesigned Job Description and Person specification will provide the basis for job advertisements in a selection process because its the job advertisement which helps job applicants and post-holders to know what is expected from them. The above two elements of workforce planning are helpful to Tescos selection process in the following ways: They provide enough and required information to attract the suitable person to the suitable post. They will help the applicants to identify the professional, educational and other relevant qualifications required to do the job. These two elements also help the organization to set measures, targets, goals and standards for the job performance. They will also ensure that applicants are judge against a certain criteria and can reduce bias selections.

4 4 A job description could also be used for the following purposes as well: This document will provide as a document which can be later referred to review the performance of an employee and set targets to progress their career development. This will also define the roles and responsibilities and to whom or for whom you will be responsible providing a basis for employment relationship. This will also outline the tasks and roles the successful recruit will have to perform in his/her job role. This will also inform applicants about the post and to provide necessary and required information required for recruitment process. This will outline the contribution the post makes to achieving organizational and departmental objectives. 3. Analyze Tescos methods of attracting and recruiting candidates. Outline what you consider to be the main strengths and weaknesses of one of these methods. Tesco uses both internal and external recruitment methods for attracting and recruiting the candidates. Internal Recruitment procedure Tesco First looks at its internal talent plan which takes in to consideration of the employees who are currently serving Tesco, who would like to progress through their career. This encourages people to work their way through and up the organization. Through an annual appraisal scheme, individuals can apply for bigger jobs. Employees identify roles in which they would like to develop their careers with Tesco.

5 5 Tesco uses three types of internal recruitment namely: Promotion Transfer Rehiring former employees If any employee is qualified enough to give a promotion amongst the existing employees will significantly reduce the cost and management time when compared with the external recruitment process. Transferring the relevant personnel will help Tesco to have a multi skilled and flexible workforce. By rehiring the employees, the company is filling a vacancy, whom had prior experience and whom may already be familiar with certain key operating procedures. The job vacancy is hence advertised in the Tescos intranet for about two weeks. External Recruitment procedure If Tesco fails to find a suitable candidate for the required vacancy internally, then it uses the external recruitment procedure. This process will bring in new individuals from outside and Tesco advertises the vacancies via the Tesco website, offline media, Television, radio or by placing advertisements on Google or in magazines such as The Appointment Journal. Tesco makes it easy for applicants to find out about available jobs and has a simple application process and the website has an online application form for people to submit directly. Also, People interested in store-based jobs with Tesco can approach stores with their CV or register though Job centre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available. By selecting best candidate for the required job, the organization will get quality performance of employees.

6 6 STRENGTHS AND WEAKNESSES OF INTERNAL RECRUITING The methods of attracting and recruiting in Tesco have a strengths and weaknesses. Strengths: The main strength is that Tesco practices talent planning. And this will encourage people to work their way through and up the organization and retain the skilled base of employees with in Tesco. & time. Internal promotion acts as an incentive to all staff and The organization is unlikely to be greatly 'disrupted' and encourages its employees to work harder within the organization. the risk attached to employing an outsider is much low. Weaknesses: difficult. External recruitment will bring in new blood to an organization such as new ideas and innovative solutions which may not be found within the promoted individuals. Promotion of one person in a company may upset someone else and could lead to consequent conflicts within superior and subordinate. Replacement for the promoted person will be sometimes Considerable savings can be made both in terms of money

4. Evaluate the benefits for Tesco of using both interviews and assessment centres in the selection process. Employees play a vital and major role in shaping up and improving the performance the performance of an organization therefore, selecting the best

7 7 applicant is crucial. One of the benefits using both interview and assessment centre is that an organization could identify the most suitable and required employee to fill the vacancy for the job role. Employees are an intellectual asset to a company, because if employees are unable to solve a task given to them this will have a considerable impact on the performance levels of the organization. Therefore, in order to get the best applicants for the job, Tesco to use both interview and assessment centre which could be viewed as a smart way to filter applicants. Assessment centre plays a big role in selecting employee because this method would help a company to evaluate workers in both the scenarios that is before selection and after selection. We cannot guarantee 100% that the applicants are saying the truth about their background, so Tesco makes a decision to conduct a second Interview so that the interviewer could observe the applicants themselves. The benefit of using interview is that Tesco could see personal skills and other non-measurable qualities which cannot be stated in an individuals CV such as behaviour, attitudes, self confidence, and body language.