Report on Human Resource Management in Tesco Plc, UK (GC01795)

Executive Summary

The chosen business category is Tesco PLC and this paper contains information on Tesco plc organization’s HR management system, their recruitment system, and a number of employment laws relating to Tesco’s workers. The report puts a scenario of Tesco as a great organization and highlighted its strategic plans for business purposes. It concludes with a good amount of analytical information on Tesco Company’s management system and how HRD is responsibly taking the organization to another level in the business market.

Table of Contents

1.0      Introduction.

1.1 Company’s Overview.

2.0 Literature Review.

2.1 Recruitment and selection process.

2.2 Responsibilities of employees and employers in terms of staff development

2.3 Human resource systems and procedures.

3.0 Discussion and Analysis.

3.1 Effectiveness of recruitment and selection strategies in Tesco.

3.3 Analysis of how Tesco manages the development of its employees.

3.4 Critical analysis of other HR systems and procedures in place within Tesco.

4.0 Conclusion.

5.0 References.

1.0  Introduction

There are many organizations in UK daily competing in the business market in order to lead among each other. Tesco is one of the multinational organizations, who has put a great reputation in the business world. The chosen organization of this report is Tesco PLC. The report firstly indicates to explain the background of Tesco Company and how it was formed. It continues to portray information related to the company’s success and how it has become famous worldwide. Secondly, this paper points out the recruitment and selection strategies that Tesco uses. It continues to claim that, Tesco has a number or steps in their recruitment process.

The steps explain the clear vision of how one can easily apply for a job in Tesco and what subjects Tesco looks into for recruiting employees. In this following context, the report describes the company development process with help of specifying their workers’ responsibilities. Thirdly, the discussion and analysis part of this report brings out information related to Tesco Company’s effective recruitment and selection strategies. Furthermore, this part continues to point out the employment law and examples of case law related to Tesco and general organizations. The report also describes the analytical part of Tesco’s best practices for employee development. Finally, it provides information on the critical analysis of the HR systems and procedures of Tesco.

1.1 Company’s Overview

Jack Cohen, who used to sell groceries in the markets of London from 1919, was the founder of Tesco Company. Tesco’s brand appearance happened in 1924. The name ‘TESCO’ formed when Jock Cohen purchased a large shipment of tea from T.E. Stockwell and he labeled the company name using the first three letters of the supplier’s name and the first two letters of his surname (Fisk, 2016). Currently, Tesco is known as a multinational chain of grocery and general merchandise. The idea of Tesco developed from arranging a number of stalls of various goods, helping the customers with their daily needs in an easy way under one roof. The company is well established with operating more than 60000 stores all over the world. They are providing services to 14 countries across Asia, North America and Europe. In the grocery markets of the UK, Tesco has 30% of the market share and they include selling daily foods and nonfood items (Zentes, 2017). These items are mostly clothing, hardware, books, electronics, beverages, groceries, stationery, pharmacy, finance, insurance, petrol and gas. The company has approximately about 500,000 employees in their worldwide stores who are responsible enough to handle a brand reputation with their best performance (Wunsch, 2019).

2.0 Literature Review

2.1 Recruitment and selection process

Recruitment process

Recruitment is referred to a number of tasks and applications which is important in identifying appropriate candidates who can fit the proposed purpose. The process of recruitment helps an organization in electing the most accurate applicants who will be enough responsible in handling the given position of work (Luenendonk, 2016). Thus, they need to follow an effective recruitment process.

Job analysis: Businesses need to follow organized planning strategies to ensure their employees are always working spontaneously to achieve the common objectives. Therefore, they need to do first a job analysis to find out the right people for the right place at the right time (Zentes, 2017).

Job advertisement: Recruitment involves attracting the right standard of applicants to apply for vacancies. They advertise their job position for applicants who r searching for a move or looking for a raise in their salary. Another way of their job advertising is through vacancy boards in their stores. This advertisement helps applicants to look for job positions accordingly to their demands and they follow the online applications for applying for managerial positions. The recruitment structure goes into the next step when applicants are being chosen for an interview for the final selection process. Many organizations open application systems and allow people to apply for a particular job position by collecting their CVs from their stores as well. Another option for applying for a job is through JobCentre Plus.

Job description and Person Specification: Business organizations provide a good amount of knowledge of a particular job position with their job description. The title of the job explains the gist and grabs easy attention. The description also specifies to whom the particular job is responsible and for whom this is accurate to apply.

Moreover, job description provides clarity in job position duties with structurally describing the roles and responsibilities for a particular position (Zentes 2017). A person specification is a bundle of skills and attributes that make the person accurate for a certain kind of job position. Business follows some strategies to verify person specifications: a) contain enough information to attract appropriate applicants; b) manages to check for certain suitable people have been chosen for the interview; c) set the targets and standards for job performance………..

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