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REPORT ON TESCO - RECRUITMENT AND SELECTION
TESCO - RECRUITMENT AND SELECTION
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R.P.D.Dulanjalee Sachittra
Management Case Studies & Seminar
CBA/080/192
7 pages( inclusive of the cover page)
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, it’s 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
Tesco’s 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 candidates by first dividing each
organizational process requirement and hence put for each process its
specification to serve its future expansion opportunities. The selection process
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
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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 well-
designed Job Description and Person specification will provide the basis for job
advertisements in a selection process because it’s 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 Tesco’s
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.
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.
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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 Tesco’s 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.
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
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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 Tesco’s 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.
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.
Considerable savings can be made both in terms of money & time.
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Internal promotion acts as an incentive to all staff and encourages its
employees to work harder within the organization.
The organization is unlikely to be greatly 'disrupted' and the risk attached to
employing an outsider is much low.
Weaknesses:-
Replacement for the promoted person will be sometimes 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.
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
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
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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
individual’s CV such as behaviour, attitudes, self confidence, and body language.
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