HRM Report

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Table of Contents
Introduction................................................................................................................................3

An evaluation of the effectiveness of recruitment and selection strategies in Tesco PLC.....4

An analysis of how the business manages employee development showing the

responsibilities of the employee and the employer and comparing talent management
approaches............................................................................................................................10

A detailed critical analysis of other HR systems and procedures in Tesco PLC.................13

Conclusion................................................................................................................................15

References................................................................................................................................16

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Introduction
Employees are the key resources in any organisation and the success of any organisation
largely depends on the performance of them. To ensure skilled human resource recruitment
and selection process is very crucial as it helps to recruit the right candidates at the right
positions within the business (Jones and Martain, 2013). This assignment is about managing
people. Here the first task is about the effectiveness of the recruitment and selection
procedure of the Tesco PLC while the next one is about talent management and the last one is
about the assessment of HR systems.

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An evaluation of the effectiveness of recruitment and selection strategies in
Tesco PLC
Tesco plc is one of the major retailers having almost 450,000 employees. It follows a
structured process to the recruitment and selection so that it can attract applicants to fulfil its
operational as well as managerial roles. Here the effectiveness of the recruitment and
selection process of Tesco PLC is shown below:

1. Workforce Planning:

The term workforce planning refers to the process that analyses the future employee needs in
the organisation. In this case, the total number of employees, necessary skills as well as
locations are considered(Jones and Martain, 2013). Workforce planning helps the Tesco to
make an effective plan to meet up the needs using recruitment and training. This plan is
devised in a way that fulfils the organisation strategic goal. Tesco as a large business requires
recruiting regularly for its food as well as non-food business segments to move ahead.

To set the potential demands for new employees Tesco PLC utilises a specified workforce
planning table for the position of manager as well as non-managerial roles. In 2016/17 Tesco
PLC estimated that to ensure business growth it might require 6000 new managers(Tesco
PLC, 2020). Every year this planning procedure is run and is reviewed quarterly generally in
March, August as well as November and thus it can make a proper adjustment regarding the
staffs level and if necessary it recruits to fulfil positions. This provides the Tesco to meet up
staff needs and attain strategic objectives such as opening new stores and ensure better
customer service.

Tesco plc fulfils the vacancy of positions from mainly within the organisation. It uses a
'Talent Planning' and motivates employees to develop a career in the Tesco for long-term
basis(Tesco PLC, 2020). It allows employees of various units to apply for the next senior
positions through its annual employee appraisal schemes. In this organisation, employees can
find out the roles in which they can develop careers and, in this case, managers of the Tesco
plc help them to identify needed technical skills, behaviours for these roles and the necessary
training and time frame to get prepared for the jobs. Thus, Tesco PLC attains its business
objectives and at the same time, employees can fulfil career objectives effectively.

In the workforce planning, there may require job description as well as job specification.

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A job description

It includes the following:

 Job title
 The person to whom and for whom this job holder is accountable
 Description of job roles as well as responsibilities(Jones and Martain, 2013).

A personal specification

It includes the necessary

 Skills
 Characteristics
 Attributes to do a specific job

Both the job description and specification are necessary for job advertisement and these
documents play a vital role for the applicants to inform them effectively what is expected
from them by the organisation.

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 2. Skills and behaviours:

The main purpose of the Tesco PLC is to serve its customers effectively and it keeps its
customers at the top of the organisational structure. In each of the organisational structure, it
requires employees with adequate skills(Jones and Martain, 2013). In this organisation, six
work level is noticeable that provides a specific structure to ensure proper monitoring as well
as controlling Tesco. It is found that in each of the work level-specific behaviours and skills
are needed.

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Tesco PLC follows this six-segment framework that clarifies the needed skills at each of the
segment employees need to perform job roles effectively. And according to the requirement
managers give training to the employees or recruit.

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 3. Attracting and recruiting:

In the human resource management recruitment is the produces that is associated with
attracting, selecting as well as appointing the right candidates for the job in any business or
organisation (Jones and Martain, 2013). To get the right candidates Tesco advertise jobs in
various ways considering the availability of the job. At first, it focuses on its internal Talent
Plan to fulfil the vacant position. Here it advertises the post internally using its intranet. It is
for two weeks but if it does not find qualified candidates for the vacant post it may recruit
from external sources. And for this, it advertises on its website. And also uses its vacancy
boards in stores. Tesco focuses on the cost-effective advertisement and so, it does not use
television, radio. One may apply for the managerial position online. Tesco takes an interview
based on the attendance on the assessment centre. If anyone shows interest in doing a store-
based job may submit their CV in the stores. In this case, Tesco Stores prepares a specific
waiting list and after this calls them when the jobs are available(Tesco PLC, 2020).

4. Selection:

The selection process is associated with choosing the right candidates from the pool of
candidates applied for the vacant position. And in this case, it obeys the employment-related
regulations available in the UK. In the selection process, one of the crucial parts is screening
candidates. It makes sure that candidates who are selected for the interview process are best
suited to the job requirement. In the screening stage, the selectors of the Tesco PLC focus
carefully on the CV of each applicant. As the CV includes the educational qualifications,
experience and other necessary skills that the Tesco selectors may match with the job
specification. Tesco also offers a tool known as 'Job type match' tool on the website(Tesco
PLC, 2020). Therefore, one can find out whether he/she is fit for the position or not before
applying. To select external candidates Tesco PLC uses a process having several stages given

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below:Di

Figure 1: External source of recruitment at Tesco PLC

Source: (Dessler, 2016)

After passing the screening a candidate is allowed to the assessment centre which is in store
where the candidates are given problem-solving, decision making, team working exercises.
Here the manager of the stores is responsible for running store and helps to perform the
selection process. Candidates may appear in the interview after the approval of the internal
assessment centre. In this case, the line managers of the Tesco PLC may participate in the
interview as they ensure that they can select suitable candidates based on the specified job
requirements to attain the business goal.

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Equalities Act in recruitment and selection:

To provide equal treatment at the workplace and recruitment and selection process in the UK
there is the Equality Act 2010. Under this regulation, the Tesco selectors during the interview
cannot decline a candidate for being women who are going to start a family or cannot reject a
disabled person without judging whether he/she fulfils the selection criteria(Bristol.ac.uk,
2020).

Example of Case Law:Disability discrimination in recruitment

Government Legal Service V Brookes (EAT):

In this case, all the candidates must perform an online multiple-choice Psychometric test.
Here the claimant had Asperger's syndrome. Due to this situation, she asked whether she can
submit an answer in a short narrative form but her request was cancelled saying that there
was no alternative test format. As a result, she claimed as indirect disability discrimination.
Here the EAT supported the decisions made by the employment tribunal that the requirement
to perform the test placed the claimant due to the disadvantageous position.This case
indicates that it is needed for the employer to have the flexibility for the disabled person
during the recruitment and selection process(Merrylees, 2020).

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An analysis of how the business manages employee development showing
the responsibilities of the employee and the employer and comparing talent
management approaches
To ensure the development of employees Tesco PLC being the largest employer takes various
initiatives given:

‘Learning at Tesco’:

To develop employees through learning new skills and competencies Tesco has initiated this
platform. This platform brings all the necessary learning resources from where employees of
various department of the Tesco can learn new skills required for their careers. It allows the
employees to participate in the workshop and get access to e-learning and different video and
articles(Tesco PLC, 2020).

Line manager training:

In the Tesco PLC, Line manager has a significant role to boost the experience of the
employees/colleagues. In 2018/2019, Tesco has given leadership training to its 17,167
managers and because of this training, they have been able to learn communication, stress
management, coaching-related skills(Tesco PLC, 2020).

Digital skills:

Across the UK, Tesco PLC has recruited 160 digital champions(Tesco PLC, 2020). They will
help the employees of various units of the Tesco to perform their roles and personal
information secure online.

Apprenticeships:

To boost the skills Tesco provided 1,245 new apprenticeships in 2018. And at the various
level, it offers these apprenticeships. For example, it provides level 2 retail apprenticeship. It
provided Light Goods Vehicle driver apprenticeship(Dessler, 2016).

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Responsibilities of the employee and employer:

For employee development, the employees need to play some roles. For example, they should
take initiative and discuss with the management of the business as to the ambitions for career
progress. They should show outstanding performance to draw the attention of the
management. They should have positive attitudes. If the management gives additional
responsibilities they should accept as an opportunity. They should give much attention to
training. And if the management sends any employee to take part in a seminar/workshop
he/she should take it seriously for his/her improvement instead of thinking it as a vacation
trip(Dessler, 2016).

An employer should take various initiatives for the development of the employees as
employee development improves the skills of the employees and make them more effective
and efficient. So, a business-like Tesco PLC can attain the gain successfully. Here the
responsibility of the employer is to access the skills of the employees regularly for the job
roles and give the training to allow employees to boost skills. Tesco PLC should have
performance appraisal scheme that can evaluate the performance of the employees and
identify whether the employees need training or not. It should allow the employees to take
part in seminars, training sessions and provide allowances. It should introduce a new platform
where the employees can get face to face learning and e-learning facility. It also should
employ IT experts to teach employees how to manage tasks digitally and it should provide
apprenticeships and line manager's training to develop new leaders(Dessler, 2016).

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Talent management approach with comparisons:

Talent management:

The term talent management refers to the process that is associated with identifying the
vacancy, hiring right candidates, developing necessary skills to match the specified position
and retaining him to accomplish the business objectives(Jones and Martain, 2013).

1. Establishing specific expectations and supporting the business goal:

The management of the Tesco PLC must establish a clear expectation for each of the
employees at various business units and it should be informed to the employees so that they
can work accordingly to fulfil the expectations. And these expectations for each of the
employees should be based on the business goal(Darwish, 2013). In Tesco plc each
employee requires discussing yearly goals. To keep track of the employee performing the
same is applied. Here these are goals are related to the Tesco's business strategy. If the
business priorities are changed accordingly employee role and expectations will
change(Tesco PLC, 2020).

2. Going beyond regular performance appraisal:

In any business performance appraisal analyses the previous performance, existing

challenges, goals, career aspirations, skill development or development plan etc. It helps to
identify the performance gaps(Darwish, 2013). The feedback provided to the employees by
the management should not finish after the delivery of the annual performance appraisal
rather enhance organisational performance managers of the business need to monitor the
performance of the employees and support them continuously. In each of the Tesco stores
manager regularly monitors staff performance and give them feedback to improve the
performance of serving customers(Tesco PLC, 2020).

3. Providing opportunities for professional development:

After identifying the skills gaps management of the Tesco PLC provides various types of
development opportunities. In 2018/2019, Tesco has given leadership training to its 17,167
managers. It has also developed a platform known as ‘Learning at Tesco’ which helps its
employees to learn new and required skills(Tesco PLC, 2020).

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A detailed critical analysis of other HR systems and procedures in Tesco
PLC
Sickness absence management:

Not only in short-term but also in long-term cases sickness and absence management
hasimpacts on the business organisation(Jones and Martain, 2013). It has been found that in
the UK creates a loss of £18 billion in productivity(Armstrong and Taylor, 2020). Another
research shows that per-employee average cost of sickness is per:ea(Darwish, 2013). The
advantage of the absence management in the Tesco PLC is that it gives much control if
absence arises and thus employee needs can be fulfilled. It helps the find out the sickness
trends properly and helps to manage the absence. It also helps the management on how to
manage this problem early.

Grievance management:

A grievance is regarded as the formal dispute. It may happen between the management and
employee regarding employment. It can be defined as the dissatisfaction associated with
employment. It may arise from the wages or supervision, management policy, collective
bargaining, working condition etc. It has various impacts on the Tesco PLC. For instance, on
the production, due to the grievance employees lose the feeling of working effectively. So,
the quality of the product is poor and the cost of the wages increase. In addition to this, it
increases the indiscipline and absenteeism. It has also negative impacts on the Tesco store
managers. For example, subordinates do not obey the orders and it creates a disharmonious
relation. To handle the grievance arising from poor wage, gender discrimination, abuse of
migrant workers Tesco PLC works with government and different stakeholders in the
partnership. It supports human rights and taking actions being a member of Ethical Trading
Initiatives (ETI) since 1998(Armstrong and Taylor, 2020).

Performance management:

The term performance management refers to the process that makes sure that outputs of the
organisation or activities meet up the business goal effectively and efficiently. It emphasizes
the performance of the business, its units, employee or process. The advantage of it in the
Tesco plc is that it creates a performance-centric conversation between manager and
employees. It brings productivity in the organisation and gives attention to staff development.
As effective performance management gives attention to the goal of the organisation it
encourages the employees to show better performance. And for this, it also helps to get

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rewards as Tesco provides performance-related bonuses. And using this procedure the
management of the Tesco can identify the best and underperformer and thus management can
eliminate the under-performers(Darwish, 2013). However, it is time-consuming as the
manager of the Tesco PLC requires giving one hour for each of the employees to write their
performance appraisal. And there may have biasness during the performance appraisal. So, it
requires a mature manager who will remain unbiased and appraise the performance
effectively. It discourages creativity, shows low morale when unethical employees get the
major portion of the rewards. Tesco as its performance management system annually sets the
goal, includes employees in the goal-setting process(Armstrong and Taylor, 2020).

Possible improvements:

 Giving more attention to the employee relation and retention

 Giving decision making authority to the employees and creating a flat organisation
 Creating an effective team and regular communication etc.
 Ensuring good succession planning.

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Conclusion
To achieve an effective organisation, it is necessary to use proper recruitment and selection
strategy. In this case, proper workforce planning is necessary. In addition to these, job
description and job specification should be devised effectively that gives the candidates ideas
as to the skills the job requires and the job duties to be performed. An organisation expecting
better outcome in the long-run should use the best human resource policies and ensure that
skilled employees are hired as per the existing employment regulations. And employees
should be trained to boost skills.

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