Human Resource Management Capital University of Economic and Business
BTEC Center
No. of Assignment: 3
Unit level: H2
Unit Code: 2
Unit Tutor: Chen Jing
Student: Kunpeng Li
Date of issue: 17th April,2012
Date of submission: 27th May,2012
Introduction
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.
This report will analyze nneeds for the human resource and the important of human resource. Then it is going to analyze the step of strategic planning. Introduce the recruitment and selection of Tesco. Next, the report will describe the job description and person specification in Tesco. It will be comparing the way of the recruiting in Tesco and Wal-Mart. The report will analyze Tesco attractive the recruiter. It will analyze the interview's advantage and disadvantage. The report will also analyze the advantage of interview and assessment centre. Finally, it will comparing the step of select the employees between Tesco and Wal-Mart.
Main body
1. Analyze need human resource planning, the information required and the stages involved in this process
1.1 Define of human resource planning:
HR planning is defined as the "process of identifying and responding to [organizational needs]...and charting new policies, systems, and programs that will assure effective human resource management under changing conditions." The purposes of HR planning, then, are to enable organizations to anticipate their future HRM needs and to identify practices that will help them meet those needs.
(http://businesscasestudies.co.uk/tesco/recruitment-and-selection/introduction.html#ixzz1tfHiLMWU)
1.2 The stages involved in this process
l Human resources plan time span
² Short-term plan (a year). Requirements: clear purpose, content specific, has the flexibility.
² Medium-term plan (three to five years). Requirements: suitable for middle organization overall development goals, mainly in human resources management policy and measures content primarily.
² Long-term plan (five years-10 years). Requirements: (1) suitable for long-term overall development objectives, the organization human resource development and management of total strategy, general policy and total goal of the planning of the system. (2) the organization of human resource development and management strategic and directive, short and medium directly for the judge and implementation plan to provide framework and the foundation.
Plan time span division, with the organization must be general development plan to remain consistent.
l Human resources plan basic step
² First, the plan of the foundation is the organization's overall development strategy. Organization the focus of development, enterprise technical characteristics of the equipment, production and marketing situation, business scale and extending direction and so on, they will put forward different requirements of human resources. The plan must meet the requirements above organization. Make plans, face the external business environment including market environment, labor market supply and demand, laborer cultural quality, relevant laws and policies in the average wage level, employment preference and so on people, will be for human resources plan form constraints. Therefore, to clear analyze the external conditions, plan as necessary basis.
² Second, the analysis organization existing human resources situation. Control organization development request, to the existing human quantity, quality, configuration structure resources inventory.
² Third, the organization's human resources supply and demand forecast. To clarify the status and development gap, analysis of the internal and external human supply condition, and forecast.
² Fourth, make human resources plan, including overall plan and the functions plan. Note: plan time span, the different functions and related system plan the balance between and join.
² Fifth, perfect plan to carry out supervision and control mechanism, ensure implementation plan.
² Sixth, perfect and program evaluation and adjustment system. Immediate assessment plan implementation effect, adjust, ensure effectiveness plan.
2. Define the terms recruitment and selection. How do these processes enable an organization like Tesco to get the right people to fill its posts?
2.1 Terms recruitment and selection
Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and select
(http://businesscasestudies.co.uk/tesco/recruitment-and-selection/introduction.html#ixzz1tfHiLMWU)
2.2 Tesco to get the right people to fill its posts
l Tesco needs people across a wide range of both store-based and non-store jobs:
· In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers.
· Its distribution depots require people skilled in stock management and logistics.
· Head office provides the infrastructure to run Tesco efficiently. Roles here include human resources, legal services, property management, marketing, and accounting and information technology.
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.
l Finding the most qualified employees requires more than just placing a "Help Wanted" ad; it also requires a comprehensive recruitment and selection strategy. Recruitment helps you create awareness of, and interest in, your company, so you can attract the most qualified applicants. Through the selection process, you narrow down the applicant pool to find candidates who are the best fit for the job and the company.
3. Describe how job descriptions and person specifications are helpful in the selection process? What other purposes might a job description is used for?
3.1 The definition of the job description
A broad, general, and written statement of a specific job, it based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. (Lawrence S. Kleiman, 2009)
3.1.1 The definition of the person specification
Nature of a person specification is a profile of knowledge, skills, abilities, experience and aptitudes which a candidate should have in order to fill the post. (Lawrence S. Kleiman, 2009)
3.2 Job Description
A process used by an organization to locate and attract job applicants in order to fill a position. As illustrated in the opening case ,an effective approach to recruitment can help a company successfully compete for limited human resources .To maximize competitive advantage, a company must choose the recruiting method that produces the best pool of candidates quickly and cost efficiently. A recruiting program thus has five goals
l Achieve cost efficiency.
l Attract highly qualified candidates.
l Help ensure that individuals who are hired will stay with the company.
l Assist a company’s efforts to comply with nondiscrimination laws.
l Help a company create a more culturally diverse workforce.
3.2.1 Specifications are helpful in the selection process
Workforce planning is the process of analyzing an organization’s likely future needs for people in terms of numbers, skills and locations. It allows the organization to plan how those needs can be met through recruitment and training. It is vital for a company like Tesco to plan ahead. Because the company is growing, Tesco needs to recruit on a regular basis for both the food and non-food parts of the business.
Positions become available because:
· jobs are created as the company opens new stores in the UK and expands internationally
· vacancies arise as employees leave the company when they retire or resign or get promotion to other positions within Tesco
· new types of jobs can be created as the company changes its processes and technology
3.2.2 Other purposes might a job description be used
l Qualified individuals cannot join an organization if they do not know about existing job openings. One way to ensure a sufficient number of qualified candidates, then, is to locate these individuals and notify them of available opportunities. Notifications should capture candidates’ attention and stimulate their interest in applying for positions .The achievement of this aim may, at times, require innovation on the part of an employer, as illustrated in On the Road to Competitive.
l That also requires that an organization take steps to increase the likelihood that the best candidate will accept a job offer. Admittedly, one’s decision to accept an offer is influenced by many factors not directly related to recruitment. These factors, shown in Exhibit, include such things as the attractiveness of the company and the job.
4. Compare the structured process for recruitment in two organizations and evaluate the methods and media that can be used
4.1 Tosco’s structured process for recruitment
l An important element in workforce planning is to have clear job descriptions and person specifications. A job description sets out:
· the title of the job
· to whom the job holder is responsible
· for whom the job holder is responsible
· a simple description of roles and responsibilities
A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job.
l Together, job descriptions and person specifications provide the basis for job advertisements. They help job applicants and post-holders to know what is expected of them. At Tesco these documents are combined. As they are sent to anyone applying for jobs, they should:
· contain enough information to attract suitable people
· act as a checking device to make sure that applicants with the right skills are chosen for interview
· Set the targets and standards for job performance.
l Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staff are carrying out jobs to the appropriate standards.
job description |
job |
Non-food manager |
|
Reports to |
Store manager |
|
Areo of business |
Store-non-food Oreos |
|
Job purpose |
l To drive business empowerments and performance in non-food
l To coach and develop the non-food earn give customers the beat service. |
person specification |
Skills |
l Leadership skills, such as influencing others and decision making
l Operating skill, such as managing staff and stock management.
l General skills, such as communication planning and problem solving |
4.2 Wal-Mart structured process for recruitment
Recruitment involves attracting the right standard of applicants to apply for vacancies. Wal-Mart advertises jobs in different ways. The process varies depending on the job available
l Internal recruitment
Wal-Mart first looks at its internal Talent Plan 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 management development programmer, Options, Wal-Mart advertises the post internally on its intranet for two weeks
l External recruitment
For external recruitment, Wal-Mart advertises vacancies via the Wal-Mart website www.tesco-careers.com or 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
People interested in store-based jobs with Wal-Mart can approach stores with their CV or register though Jobcentre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available.
5. 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.
5.1 Tesco’s methods of attracting and recruiting candidates.
Tesco's purpose is to serve its customers. Tesco's organizational structure has the customer at the top. Tesco needs people with the right skills at each level of this structure. There are six work levels within the organization. This gives a clear structure for managing and controlling the organization.
Each level requires particular skills and behaviors.
· Work level 1 - frontline jobs working directly with customers. Various in-store tasks, such as filling shelves with stock. Requires the ability to work accurately and with enthusiasm and to interact well with others.
· Work level 2 - leading a team of employees who deal directly with customers. Requires the ability to manage resources, to set targets, to manage and motivate others.
· Work level 3 - running an operating unit. Requires management skills, including planning, target setting and reporting.
· Work level 4 - supporting operating units and recommending strategic change. Requires good knowledge of the business, the skills to analyze information and to make decisions, and the ability to lead others.
· Work level 5 - responsible for the performance of Tesco as a whole. Requires the ability to lead and direct others, and to make major decisions.
· Work level 6 - creating the purpose, values and goals for Tesco plc. Responsibility for Tosco’s performance. Requires a good overview of retailing, and the ability to build a vision for the future and lead the whole organization.
Tesco has a seven-part framework that describes the key skills and behaviors for each job at every level in the company. This helps employees understand whether they have the right knowledge, skills or resources to carry out their roles
5.2 Strengths and weaknesses in different grades
l Tesco's internal recruitment is using the same level of internal staff exchange and the superior exchange, so that can let internal staff find appropriate oneself work
l For external recruitment ,Tesco for harder-to-fill or more specialist jobs, such as bakers and pharmacists, Tesco advertises externally:
² Through its website and offline media
² Through television and radio
² By placing advertisements on Google or in magazines , such as The Appointment Journal.
l Tesco will seek the most cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies.
6. Evaluate the interview as a selection technique and discuss a range of alternative selection methods available
6.1 Interview as a selection technique
Looking for a job, you will most likely have a job interview first. This seems to be in fashion now. Through the interview the interviewer and the interviewee can talk face to face, which provides a way for them to know each other better.
l On the one hand, the interviewer can introduce the main aspects of the job opening to the interviewee, such as the specific requirements for the job, the working conditions, and the wages and benefits the interviewee will get.
l On the other hand, the interviewee also has a chance to give the employer a good impression. He can talk with confidence and show the interviewer how well he is educated and how good his working ability is. And it will be better if he emphasizes that this is the very job he wants and he won’t cast an eye on any other jobs. The interviewer will most probably be moved.
Through the job interview, people who look for a job will have a better chance of getting a good one and those who need people to do a job will have a better chance of finding someone that is qualified
l Advantages of using an Interview
· the respondent lacks reading skills to answer a questionnaire.
· Are useful for untangling complex topics.
· The Interviewer can probe deeper into a response given by an interviewee.
· Interviews produce a higher response rate.
l Disadvantages of using an Interview
· the interviewer can affect the data if he/she is not consistent.
· It is very time consuming.
· It is not used for a large number of people.
· The Interviewer may be biased and ask closed questions.
Interview are including oral and written test.
6.2 Another way to recruit
l Act descriptions interview method:
Act descriptions interview method is based on The continuity of the behavior principle to develop.
l Based interview :
based interview is another way of the new interview. And the traditional interview method candidate ever pay attention to the achievement of the different,this way is more to concern how they go to achieve the pursuit of the goal.
l Stress interview:
Stress interview is to manufacture nervous, in order to understand how to face pressure for work.
7. Evaluate the benefits for Tesco of using both interviews and assessment centers in the selection process.
A candidate who passes screening attends an assessment centre. The assessment centre take place in store and are run by managers. They help to provide consistency in the selection process. Applicants are given various exercises, including team-working activities or problem-solving exercises. These involve examples of problems they might have to deal with at work.
Candidates approved by the internal assessment centers then have an interview. Line managers for the job on offer take part in the interview to make sure that the candidate fits the job requirements.
8. Evaluate selection practices and procedures in two organizations comparing these to ‘best practice’
The process Tesco uses to select external management candidates has several stages.
Conclusion:
Workforce planning is vital if a business is to meet its future demands for staff. It allows a business time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill shortages.
Tesco is a major international company with many job opportunities, including management, graduate, school leaver and apprentice posts. Tesco needs to have people with the right skills and behaviors to support its growth and development.
Tesco has clear organizational structures, detailed job descriptions and person specifications. It provides user-friendly ways of applying for jobs and a consistent approach to recruitment and selection. This means it can manage its changing demand for staff.
This report analyzed nneeds for the human resource and the important of human resource. Then it analyzed the step of strategic planning. Introduced the recruitment and selection of Tesco. Next, the report described the job description and person specification in Tesco. It has been comparing the way of the recruiting in Tesco and Wal-Mart. The report analyzed Tesico attractive the recruiter. It analyzed the interview's advantage and disadvantage. The report has also analyzed the advantage of interview and assessment centre. Finally, it compared the step of select the employees between Teso and Wal-Mart.
Reference
(http://businesscasestudies.co.uk/tesco/recruitment-and-selection/introduction.html#ixzz1tfHiLMWU)
(Lawrence S. Kleiman, 2009)
INTRODUCTION.
1DISCUSSION.
2ANALYZE THE NEEDS FOR HUMAN RESOURCE PLANNING, THE INFORMATION REQUIRED AND THE STAGES INVOLVED IN THIS PROCESS.
21. THE NEEDS FOR HUMAN RESOURCE PLANNING.
22. THE INFORMATION REQUIRED.
33. THE STAGES INVOLVED IN THIS PROCESS. 4DEFINE THE TERMS RECRUITMENT AND SELECTION. HOW DO THESE PROCESSES ENABLE AN ORGANIZATION LIKE TESCO TO GET THE RIGHT PEOPLE TO FILL ITS POSTS?
51. THE DEFINITION OF THE RECRUITMENT AND THE SELECTION.
52. HOW DO THESE PROCESSES ENABLE AN ORGANIZATION LIKE TESCO TO GET THE RIGHT PEOPLE TO FILL ITS POSTS? 5DESCRIBE HOW JOB DESCRIPTIONS AND PERSON SPECIFICATIONS ARE HELPFUL IN THE SELECTION PROCESS? WHAT OTHER PURPOSES MIGHT A JOB DESCRIPTION IS USED FOR?
61. THE DEFINITION OF JOB DESCRIPTIONS AND PERSON SPECIFICATIONS.
62. HOW JOB DESCRIPTIONS AND PERSON SPECIFICATIONS ARE HELPFUL IN THE SELECTION PROCESS?
62.1 Job description helps selection.
62.2 Person specification helps selection.
73. WHAT OTHER PURPOSES MIGHT A JOB DESCRIPTION IS USED FOR? 7COMPARE THE STRUCTURED PROCESS FOR RECRUITING IN TWO ORGANIZATIONS EVALUATES THE METHODS AND MEDIA THAT CAN BE USED?
81. THE COMPARE ABOUT THE METHODS OF RECRUITING AND THE DIFFERENT BETWEEN THE MEDIA. 8ANALYZE ATTRACTING AND RECRUITING CANDIDATES OF TESCO’S METHODS. OUTLINE WHAT YOU CONSIDER TO BE THE MAIN STRENGTHS AND WEAKNESSES OF ONE OF THESE METHODS.
91. WHAT RECRUITMENT METHOD DO TESCO USE TO ATTRACT THE PEOPLE?
92. OUTLINE WHAT YOU CONSIDER TO BE THE MAIN STRENGTHS AND WEAKNESSES OF ONE OF THESE METHODS. 10EVALUATE THE INTERVIEW AS A SELECTION TECHNIQUE AND DISCUSS A RANGE OF ALTERNATIVE SELECTION METHODS AVAILABLE.
111. THE STRENGTHS AND WEAKNESSES OF THE INTERVIEW.
111.1 The strengths of the interview. 111.2 The weaknesses of the interview.
112. ALTERNATIVE SELECTION METHODS. 12EVALUATE THE BENEFITS FOR TESCO OF USING BOTH INTERVIEWS AND ASSESSMENT CENTERS IN THE SELECTION PROCESS.
141. THE BENEFITS FOR INTERVIEWS.
142. THE BENEFITS FOR ASSESSMENT CENTRE. 15EVALUATE SELECTION PRACTICES AND PROCEDURES IN TWO ORGANIZATIONS COMPARING THESE TO “BEST PRACTICE”.
161. THE PROCESS TESCO USES TO SELECT EXTERNAL MANAGEMENT CANDIDATES. 162. THE PROCESS CARREFOUR USES TO 16CONCLUSION. 2REFERENCE. 2