Tesco Case Study

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FACULTY OF BUSINESS MANAGEMENT

BM243 – BACHELOR OF BUSINESS ADMINISTRATION (HONS.) HUMAN RESOURCES MANAGEMENT

HRM542 – RECRUITMENT AND SELECTION

CASE STUDY TESCO

PREPARED BY

NAZATUL SHAFIRA BINTI ABDUL MALEK (2015217634)

SOLEHAH BINTI SABARUDIN (2014595635)

PREPARED FOR

MADAM NUR AIZUREEN ANWAR

GROUP

BM2434O

SUBMISSION DATE

WEEK 13

TABLE OF CONTENTS

INTRODUCTION

Recruitment and selection forms a core part of the central activities underlying human resource management: namely, the aquisition, development and reward of workers. It frequently forms an important part of the work of human resource managers – or designated specialists within work organisations. However, and importantly, recruitment and selection decisions are often for good reason taken by non-specialists, by the line managers. There is, therefore, an important sense in which it is the responsibility of all managers, and where human resource departments exist, it may be that HR managers play more of a supporting advisory role to those people who will supervise or in other ways work with the new employee.

        Bratton and Gold (2007, p 239) states that, ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’

        Tesco is the biggest private sector employer in the UK. The company has more than 360,000 employees worldwide. In the UK, Tesco stores range from small local Tesco Express sites to large Tesco Extras and superstores. Around 86% of all sales are from the UK. Tesco also operates in 12 countries outside the UK, including China, Japan and Turkey. The company has recently opened stores in the United States. This international expansion is part of Tesco’s strategy to diversify and grow the business.

        Tesco aims to ensure all roles work together to drive its business objectives. It needs to ensure it has the right number of people in the right jobs at the right time. To do this, it has a structured process for recruitment and selection to attract applicants for both managerial and operational roles.

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Question 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?

According to Trevor Bolton (1997) recruitment is concerned with the production of the "definitions" of a job (job descriptions and person specifications) and also with attracting the interest of suitably qualified candidates in the vacant position. Recruitment can be defined as a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications and attitudes and encouraging them to apply for jobs in the organisations (Armstrong, 1999). Furthermore, as per Snell and Bohlander (2007), recruitment is described as the process of locating potential individuals who might join an organisation and encouraging them to apply for existing or anticipated job openings. Similarly, Noe et al (2008) support that recruitment is the practice or activity carried out by the organisation with the primary purpose of identifying and attracting potential employees.

Armstrong (1999) defines selection as the process of choosing from a group of applicants the best suited individual. Also, Dave Bartram (2000) supports that in the selection process; there are various forms of assessments that are used to select those candidates with the best potential for success in the job. Snell and Bohlander (2007) state that selection is the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. In simple terms, selection involves choosing the best applicant to fill a position (Grobler, 2006 et al).

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Figure 1: Process of attracting and recruiting candidates used by Tesco.

        For internal, Tesco will first look at its internal Talent Plan to fill a vacancy. This process involves list of current employees looking for a move either at the same level or on promotion. In case if there are no suitable people in this Talent Plan, Tesco will use internal E-recruitment method to advertise the post on its Intranet for two weeks.

        For external, Tesco will advertise vacancies via Tesco website www.tesco-careers.com or through vacancy board in stores. Applications are made via online for managerial position. Those who are chosen will have an interview followed by attendance at an assessment centre for final stage at selection process.