Recruitment and Selection Methods in Tesco

Recruitment and Selection Methods in TescoIntroductionRecruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers boast a need to hire a new employee and this process is always under(a) a strict monitoring from their side. Recruitment and survival of the traveltest be two most important proceeds of personnel wariness. Recruitment process potful be make in many ways like internal or external, and it involves with many steps of enlisting policies like recollect line advert, job application process, Evaluations, job translation and, legislations and training. The primary purpose of enlisting and selection is to achieve ones desire end, appointing the right person to the right job. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. Selection refers to Selection is the process of choosing the most suitable gagedidates from those w ho cave in for the job. It is a process of offering jobs to desired candidates.This report foc manipulations on recruitment and selection of TESCO plc. The main objective of this report is to critically analyse the recruitment and selection method applied in relation to market surround1.2 Tescos backgroundBusiness of the companyTesco sells daily necessary things like food and alike non food items. It carries more than 23,000 items ranging from cloths, stationary, groceries, wine, entertainment digital appliances, finance insurance, books, patrol gas, pharmacy, phone broadband.History of the companyTesco was founded by Jack Cohen, who sold groceries in the markets of the capital of the United Kingdom East End from 1919. The Tesco brand runner appeargond in 1924. After Jack Cohen bought a large shipment of tea from T.E. Stockwell, he made new labels by using the first three letter of the suppliers name and the first two letters of his surname forming the word TESCO.The Global Oneness Commitment (2009)Business growth of TescoThe two diagrams shows the growth of Tesco in the last five yearsPerformance all over last 5 years20052006200720082009Sales37,07043,13746,61151,77356,563Sales in o/s stores7,55910,48011,03113,82414,994No. Of stores2,3652,7113,2633,9894811No. Of o/s stores5868141,2751,6142,013 news report plaza51,77158,72068,18975,95983,459Floor space-O/S stores27,58032,81740,40446,41052,470Growth rate of the performance20052006200720082009Sales10.47%16.37%8.05%11.07%12.57%Sales in o/s stores13.14%38.64%5.26%25.32%18.42%No. Of stores2.03%14.63%20.36%14.28%16.38%No. Of o/s stores32.88%38.91%56.63%26.59%36.59%Floor space14.03%13.42%16.13%11.39%11.59%Floor space-O/S stores24.73%18.99%23.12%14.86%21.66%Source Tescos Annual report and financial statement 2008The business locations of the of TescoTesco operates in 14 different markets/countries by means of 4,811 stores all around the creation with 468,508 staff work there. In the UK it has 2,282 stores a nd 286,394stuff work there. The details of UK stores be as followsTable 1 Tescos store size in UK.UKExtra (average size 71,310 sq feet)xcl(Regular) Tesco (average size 29,984 sq feet)10Metro (average size 11,638 sq feet)181Express(average size 2,211 sq feet)1130Home Plus (average size 40,800 sq feet)13One Stop (average size 1,357 sq feet)513Table 2 Tescos stores away the UK are as followsCountryStores2USA1153Czech Republic1134France15China796Hungary7Japan1448Malaysia369Poland31910Republic of Ireland11611Slovakia7012South Korea34713Thailand60914 turkey991.3 Objectives1. To critically evaluate the current recruitment and selection approaches of Tesco plc.2. To critically examine an alternative recruitment route that otherwise companies are applying.3. To draw conclusions rough the room for improvement in Tesco recruitment and selection approach.2. Literature reviewRecruitment can be defined as a nock of activities and practices utilize for the primary purpose of legally identify ing sufficient numbers and quality of people fitting for a disposed purpose. It is carried out to provide an organisation with a kitten of qualified potential individuals from which judicious selection for the most appropriate applicants can be made for filling vacancies in the organisation. A review of the HRM literature indicates that recruitment and selection are regarded as integrated activities and where recruitment stops and selectionbegins is a questionable point (Beardwell et al., 2004). Nevertheless(prenominal), for the purpose of this work it is useful to differentiate betwixt the two activities. As defined above, numerous authors (Whitehill, 1991 Roberts, 2008 McCormack and Scholarios, 2009) describe recruitment as a process of building a pool of potentially qualified applicants. Whereas selection is seen as a set of activities concerned with predicting which applicants lead make the most appropriate contribution to the organisation in view of the present and future graciousresource requirements (Beardwell et al., 2004 McCormack and Scholarios, 2009).The recruitment and selection process refers some critical points. These are its very sensible process to limiting the internal organization of the company and to change on the external job marketThe recruitment and selection process meet with the some criteria, these are Process should be easy to realize the drive people and audience of the recruitment and selection process. This process is not for the HRM organizations staff/employee, This process created only for the organization/companys manager, Manager are the main client for the recruitment and selection process.Despite recruitment and selection being considered as integrated activities unfortunately human resources literature discussions tend to neglect recruitment and place greater emphasis on selection. In view of this (McCormack and Scholarios, 2009) comment that the more effective an organisation is at identifying and attracting a hig h quality profile of jobapplicants, the less important the selection stage of hiring becomes. Therefore it can be suggested that an effective and agile recruitment strategy is the most fundamental human resource function and if managed well can hand a significant restore on organisational performance and is critical to developing a more agile competitive abut (Pilbeam and Corbridge, 2006 Evans et al, 2007).As the contemporary business environment become increasingly competitive and labour markets continue to grow more diverse, organisations need to be more proactive in their resourcing strategies. Evans et al., (2007) and Richardson, (2008) argue that ineffective recruitment approaches can result in long-term negative effects, among them high training and development costs in efforts to derogate the incidence of poor performance and high turnover which in turn, impact on staff morale, the provision of high quality goods and services and the retention of organisational memory. Ri chardson, (2008) goes promote to argue that at worst, the organisation can fail to achieve its objectives thereby losing its competitive edge and market share. However, it is important to consider that the process of implementing an effective and prospered recruitment approach could bring along with it other costs related to the perceptions and attitudes of the people involved in this change.3.1 Research methodology3.1.1. Sources of InformationPrimary selective entropy The primary data was collected by questionnaire survey. I prepared a questionnaire and asked the related person to fill it up.Secondary Data I did browse the companys website to converge information. I alike used the internet service to send the questionnaire.This report is the result of the collaboration of the members in the group and both primary and secondary information have been used.3.1.2. Research ApproachThe face to face survey of the HR Department of Tesco, Sainsbury etc helped me to collect the data. T his survey research approach has helped me to get a meliorate understanding of their situation and problems. A questionnaire was prepared with questions that helped on providing information about their selection and recruitment process.3.1.3. Research Instrument3.1.3.1. QuestionnaireI prepared a questionnaire with set of 8-10 questions related to the topic and asked the HR Mangers and employees of Tesco Sainsbury etc.Close End and open end The questionnaire contains the MCQ type questions and also there were some options to write freely. I also used the checklist method of questionnaire (Yes/No).3.1.3.2. Mechanical ToolsInstrument like paper and pen were used for the questionnaire and for noting down notes. Computer, pen-drive, and printer were used for typing and printing the report.Analysis and military ratingPrimary analysisI have done my primary analysis on 50 Tesco employees using a survey questionnaire (see appendix).From my primary analysis i have found out 60% of the employ ees think internet and job centre are the medium of advertisement.30 % think internet and store advertisement are the best way of job advertisement. Only 10 % think newspaper and job centre are the most popular medium of advertisement.80% of the employees are happy about Tesco recruitment and selection process. But 40% of the employees think Sainsburys recruitment and selection process are better than Tescos to some extent. Many of the employees eyeshot was Sainsburys uses smarter recruitment and selection process than to Tesco. Namely their situation based test, using of video to identify skills and the mathematical test for identify numeric skills.From the survey I have also found out most of the employees think Tesco should make applications form accessible both online and offline. Those who have access to the internet can apply online and for those who do not, can collect a form from Tescos customer services, complete it and send it off by post or hand it in in person to custo mer services. This in turn could be given to the department which consists of this job and then be examined. Also Tesco should place more oppugners so that more applicants can be interviewed and so shortlisted applicants can be dealt with in a shorter period of time. Tesco should assess applicants during the interview as it would save time as both can be dealt with straight away/ at the same time.Secondary analysis I have done my secondary research by reading through books, websites, magazines and newspaper. The findings are discussed below.Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the job available. Tesco first looks at its internal Talent scheme to fill a vacancy. This is a process that lists current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this Talent Plan or developing on the internal managemen t development programme, Options, Tesco advertises the post internally on its intranet for two weeks.For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.comor through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process.Selection involves choosing the most suitable people from those that apply for a vacancy,whilst keeping to employment laws and regulations. Screening candidates is a veryimportant part of the selection process. This en sures that those selected for interview have thebest fit with the job requirements.In the first stages of screening, Tesco selectors will look carefully at each applicants curriculum vitae (CV). The CV summarises the candidates education and job history to date. A well-written and positive CV helps Tesco to assess whether an applicant matches the person s pecification for the job. The company also provides a job type match tool on its careers web page. People interested in working for Tesco can see where they top executive fit in before applying.The process Tesco uses to select external management candidates has several stages.A candidate who passes screening attends an assessment centre. The assessment centres takeplace in store and are run by managers. They help to provide consistency in the selectionprocess. Applicants are given various exercises, including team-working activities or problemsolvingexercises. These involve examples of problems they might have to deal with at work.On the other hand, Sainsbury has a pussy different recruitment and selection process. After succeeding on online test Sainsbury takes first interview. Here HR manager call the candidates into a room individually to answer a few questions. These are just to make sure that whether the candidates have their passport, are the correct age for the job (as stip ulated when they applied) and are being interviewed for the job they actually applied for apparently HR have a habit of messing that bit up. After this, all the interviewees will be sat in a room for the second recruitment test. The second test is split into four sections and given using a video. It usually takes around one hour to complete, and is quite simple. The first sectionis on customer service and is very similar to the other test that the candidates sat online. Again, they are given a situation that is in video format and are asked to identify the best and worst responses out of a selection of four. The second sectionis on attention to detail. Candidates will be shown video clips, and will be asked to identify two things wrong with these video clips. The one-third sectionis on mathematics. The final sectionis all about candidates. It is the only part of the test not done by video, and comprises a series of statements with which candidates have to agree or disagree. Final ly, 2nd interview comes up where candidates have to sit for face to face interview.Finally I can say that from the research it is irradiate that in some of cases Sainsbury has better system in recruitment and selection process. Tesco need to apply those systems in compare to other relative supermarket. If they put halal recruitment and selection technique then it will be easier than before. They can apply some techniques like video clips, mathematical terms etc. It will help Tesco to improve their recruitment process.ConclusionTesco PLC has an effective Recruitment and Selection however there are advantages and disadvantages which need to be considered. Advertising jobs online has its advantages as its cheaper than having it printed in newspapers for example and can be changed if required. However there are a few disadvantages. Some people may not have access to the internet making it difficult to view the advertisement for the particular job. Some may have problems in using the Internet or not know how to use it and some may not have a computer in which case they would not even be able to access the Internet.. Tesco should make sure they know what is required of the job before shortlisting is taken place as applicant who may have the requirements may not be part of the applicants who are shortlisted or the opposite. Tesco should place more interviewers so that more applicants can be interviewed and so shortlisted applicants can be dealt with in a shorter period of time. Tesco should assess applicants during the interview as it would save time as both can be dealt with straight away/ at the same time. Thus meaning Tesco should carry.References and bibliography1.Richardson, A. M, (2009) Recruitment Strategies Managing/effecting therecruitment process Online available fromhttp//unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdfAccessed 4-0ct- 20102. McCormack, A. and Scholarios, D. (2009) Recruitment, chapter 3 in Redman,T and Wilkinson, A, (20 09) Contemporary Human Resource Management 3rdEdition, London Financial Times learner Hall3. UCL, (2008) Human resources-Recruitment and selection policy Online Available fromhttp//www.ucl.ac.uk/hr/docs/recruitment.php Accessed 22 Oct- 20104. Pilbeam, S. and M. Corbridge (2006) People Resourcing. Contemporary HRMin Practice, London Prentice Hall. Volume 17(4), pp.567-582.5. TESCO-CARRERS, (2009)The application process-Tesco careers Online available from http//www.tesco-careers.com/home/recruitmentAccessed 25-Oct- 20106. SAINSBURYS, (2010) Careers at Sainsbury.Online available fromhttp//www2.sainsburys.co.uk/aboutus/recruitment/careers_new.htmAccessed 25-Oct- 2010.7. COURSEWORK, (2010) Tesco PLC has an effective Recruitment and Selection however the are advantages and disadvantages which need to be considered. .Online available from http//www.coursework.info/AS_and_A_Level/Media_Studies/Internet/Tesco_PLC_has_an_effective_Recruitment_a_L126195.htmlAccessed 30-Oct- 20108. Iles, P.A. and Robertson, I.T. (1997), The impact of personnel selection procedures on candidates, in Anderson, N. and Herriot, P. (Eds), International Handbook of Selection and Assessment, Wiley, Chichester, pp. 543-669. Anderson, N., Born, M. and Cunningham-Snell, N. (2001a), Recruitment and selection applicant perspectives and outcomes, in Anderson, N., Ones, D., Sinangil, H.K. and Viswesvaran, C. (Eds), Handbook of Industrial, Work and Organizational Psychology, Vol. 1, Sage, London and New York, NY, pp. 200-1810. Beardwell, I. Holden,L. and Claydon (2004) Human resource management Acontemporary approach. 4th Edition. Harlow Pearson Education11. Gililand,S.W.(1993) The perceived fairness of selection system an organisational justice perspective, Academy of management review, 18 694-734.