This report aims to discuss various aspects of human resource management in the context of a multinational company from the UK, specifically focusing on Tesco PLC. It provides an overview of Tesco as a multinational chain of grocery and general merchandise stores, highlighting its history, market presence, and revenue. The report emphasizes the importance of human resources for organizations and discusses the role of human resource planning in ensuring the availability of the right workforce at the right time. It also outlines the stages involved in human resource planning, including assessing existing resources, forecasting demand and supply, and creating an action plan. Additionally, the report examines the recruitment and selection processes of Tesco and Walmart, highlighting their similarities and differences. It evaluates the effectiveness of these processes, emphasizing Tesco’s approach to pooling internal resources and Walmart’s contract-based recruitment. Overall, the report provides insights into the responsibilities and roles of line managers within the human resource department of Tesco and discusses the legal and regulatory framework that organizations, including Tesco, need to adhere to in terms of human resource management.

Key Takeaways:

  • Tesco is a multinational company with a strong presence in the UK market.
  • Human resource planning is crucial to ensure the availability of the right workforce at the right time.
  • Recruitment and selection processes vary across organizations, with Tesco utilizing a combination of internal, external, and referral methods.
  • Tesco’s recruitment and selection process is considered more effective due to its comprehensive approach.
  • Line managers play an important role in the human resource department of Tesco, ensuring effective management of employees.

Human Resource Planning

Human resource planning is a strategically important activity for organizations. It involves ensuring the availability of the right workforce at the right place and time to achieve organizational goals. This process includes assessing the existing human resources within the organization, forecasting the demand for employees based on organizational goals, forecasting the supply of employees based on industry data and trends, and balancing demand and supply to determine the exact number of human resources required.

Once the workforce requirements are determined, the human resource department creates an action plan for recruitment and selection, as well as training if needed. Tesco follows defined standards for human resource planning, particularly in situations such as the introduction of new stores, employee turnover, and the establishment of new departments.

This approach ensures that Tesco has the right employees in the right positions to achieve its organizational goals. By aligning the workforce with the company’s strategic objectives, human resource planning enables Tesco to effectively meet its business needs and maintain a competitive edge in the market.

Key Components of Human Resource Planning
Assessing existing human resources within the organization
Forecasting demand for employees based on organizational goals
Forecasting supply of employees based on industry data and trends
Balancing demand and supply to determine the required number of human resources
Creating an action plan for recruitment, selection, and training

Through effective human resource planning, Tesco ensures that it has the right workforce in place to drive its business forward, achieve its organizational goals, and maintain its position as a leading retailer in the market.

Human resource planning

Image: A visual representation of human resource planning, depicting the process of assessing existing resources, forecasting demand and supply, and creating an action plan. The image visually represents the key components of human resource planning, emphasizing its importance in achieving organizational goals.

Recruitment and Selection Process

Recruitment and selection processes play a vital role in finding and selecting the best candidates for an organization. While these processes vary across different organizations, their ultimate goal remains the same – identifying and hiring top talent.

Tesco, a leading multinational company, employs a comprehensive approach to recruitment by utilizing a combination of external, internal, and referral processes. In the initial stage, Tesco considers internal resources to fill vacant positions, as this approach allows them to promote and retain existing employees, fostering loyalty and motivation within the workforce.

However, when internal resources are insufficient to meet the organization’s needs, Tesco shortlists external candidates based on their Curriculum Vitae (CVs). This enables them to widen their talent pool and consider fresh perspectives and skill sets from external sources.

Let’s take a moment to explore a case study:

[Company Name]: Tesco PLC

[Recruitment Process]: Utilizes a combination of external, internal, and referral processes. Considers internal resources first and shortlists external candidates based on CVs.

On the other hand, Walmart, another major retail company, primarily recruits employees on a contract basis. Candidates interested in working with Walmart undergo an assessment test and interview as part of the selection process. The organization’s contract-based recruitment approach allows them to assess the suitability of candidates before extending full-time employment offers.

Here’s a case study example for Walmart:

[Company Name]: Walmart

[Recruitment Process]: Contract-based recruitment. Candidates undergo an assessment test and interview before final selection.

Both Tesco and Walmart aim to select the most qualified talent available in the competitive employee market. While Tesco focuses on a balance between internal and external resources, Walmart emphasizes the assessment of candidates through a contract-based selection process.

Now, let’s visualize the key differences between the recruitment and selection processes of Tesco and Walmart through a comprehensive table:

Recruitment Process Tesco Walmart
Internal Recruitment Utilizes internal resources to fill vacant positions. N/A
External Recruitment Shortlists external candidates based on CVs. Contract-based recruitment.
Referral Process Utilizes referrals from existing employees. N/A

*N/A indicates that the process is not applicable for the respective organization.

As demonstrated in the table, Tesco’s recruitment process involves internal recruitment and a referral process, in addition to external recruitment. Walmart, on the other hand, solely focuses on contract-based recruitment.

Effectiveness of Recruitment and Selection Process

The effectiveness of the recruitment and selection processes plays a crucial role in the success of organizations. These processes are vital for attracting and selecting the best candidates who align with organizational goals and contribute to overall growth and development. In this section, we will evaluate the effectiveness of the recruitment and selection processes employed by two major retail giants, Tesco and Walmart.

Tesco, one of the leading multinational retailers in the UK, follows a comprehensive recruitment process that incorporates various methods. They utilize internal recruitment, external recruitment, and employee referrals to create a diverse and talented pool of potential candidates. The internal recruitment process allows Tesco to leverage existing resources and provide growth opportunities to current employees. External recruitment strategies ensure a wider reach and access to fresh talent in the job market. Additionally, employee referrals enable Tesco to tap into the networks of its current workforce, leading to potential hires who already possess knowledge of the company culture.

On the other hand, Walmart has a contract-based recruitment process that focuses primarily on hiring temporary employees for specific roles. Candidates interested in working at Walmart are required to undergo an assessment test and an interview. This process allows Walmart to quickly fill positions and address fluctuating staffing needs, particularly during peak seasons or special events.

Comparing the recruitment and selection processes of Tesco and Walmart, it can be argued that Tesco’s approach proves more effective. Tesco’s comprehensive process that combines internal, external, and referral methods widens the talent pool and provides opportunities for internal growth. By considering internal resources first, Tesco not only values its existing employees but also maximizes the potential of internal talent who are already familiar with the company culture and processes. Furthermore, the use of external recruitment and referral methods ensures diversity and brings in fresh perspectives, contributing to innovation within the organization.

“Tesco’s recruitment process, which includes internal, external, and referral methods, allows for a wider pool of potential candidates.”

In contrast, while Walmart’s contract-based recruitment process serves its specific needs, it may limit long-term growth opportunities and organizational continuity. Relying heavily on temporary hires might result in a lack of commitment and familiarity with the company’s values and goals. Although this approach provides flexibility in managing staffing demands, it could potentially result in a more transient workforce that requires continuous retraining and onboarding.

Overall, the recruitment and selection process employed by Tesco demonstrates a higher level of effectiveness due to its comprehensive approach and consideration of both internal and external talent sources. By leveraging its existing resources and diversifying its candidate pool, Tesco maximizes its chances of attracting and selecting the best-fit candidates who contribute to the company’s long-term success.

Effectiveness of Recruitment and Selection Process

Key Points:

  • Tesco follows a comprehensive recruitment process, including internal, external, and referral methods.
  • Walmart primarily relies on contract-based recruitment for temporary positions.
  • Tesco’s recruitment process widens the talent pool and promotes internal growth.
  • Walmart’s approach provides flexibility but may hinder long-term growth and continuity.
  • Tesco’s recruitment and selection process can be considered more effective due to its comprehensive and diverse approach.

Conclusion

In conclusion, this report has explored the various aspects of human resource management in the context of Tesco, a leading multinational company in the United Kingdom. It has highlighted the significance of human resource planning in ensuring the availability of a skilled and capable workforce to meet organizational goals and objectives. The report has examined the different stages involved in the human resource planning process, including assessing existing resources, forecasting demand and supply, and creating an action plan.

Furthermore, the report has provided insights into the recruitment and selection processes employed by Tesco and compared them with those of Walmart. By evaluating their effectiveness, it has been observed that Tesco’s comprehensive approach, which combines internal, external, and referral methods, allows for a wider pool of talented candidates. This approach proves to be more effective in attracting and selecting the best candidates for Tesco’s workforce. The report has also emphasized the roles and responsibilities of line managers within Tesco’s human resource department, highlighting their crucial role in implementing effective recruitment and selection practices.

Lastly, the report has emphasized the importance of adhering to legal and regulatory frameworks in human resource management. Organizations, including Tesco, need to comply with these regulations to ensure fair and ethical practices in their recruitment and selection processes. Overall, this report provides valuable insights into the practices and strategies of human resource management at Tesco, and demonstrates their impact on the success of the organization in achieving its goals and objectives.

FAQ

What is human resource planning?

Human resource planning is the process of ensuring the availability of the right workforce at the right place and time to achieve organizational goals. It involves assessing existing human resources, forecasting demand and supply, and creating an action plan for recruitment and selection, as well as training if needed.

What recruitment and selection processes does Tesco use?

Tesco utilizes a combination of external, internal, and referral processes for recruitment. They first consider internal resources to fill vacant positions and then shortlist external candidates based on their CVs.

How does Walmart recruit its employees?

Walmart primarily recruits employees on a contract basis. Candidates undergo an assessment test and interview before being selected.

How can the effectiveness of recruitment and selection processes be assessed?

The effectiveness of recruitment and selection processes can be assessed based on their alignment with organizational goals and their ability to attract and select the best candidates.

Which recruitment and selection process is more effective, Tesco’s or Walmart’s?

Overall, Tesco’s recruitment and selection process can be considered more effective due to its comprehensive approach, which includes internal, external, and referral methods.

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