Tesco Case Study - Recruitment and Selection

ASSIGNMENT TESCO

RECRUITMENT AND SELECTION

EVERY LITTLE HELPS

QUESTIONAIRE

Q: Define the terms recruitment and selection. How do these processes enable an organisation like Tesco to get the right people to fill its posts?

Ans: As for any organization recruitment and selection is a main process which needs a strategic approach that allows the company to make the best out of this process.

Recruitment

In general Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization.

Selection

Selection consists of the process involved in choosing from applicants a suitable candidate to fill a post.

Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. Matching the need for Tesco to recruit the right people for the right position, it has a structured process of recruitment and selection process. We would explain now what this structure and its efficiencies to enable Tesco for having the people they are looking for to reach the whole organization objective.

Explanation of Tesco's Recruitment and Selection Method

Tesco has defiantly set a very efficient strategy when it set the objectives of its workforce planning. We see that it has maintained that capability to attract those candidates that would serve its future expansion by first dividing each organizational process requirement and hence put for each process its specification.

Tesco also applied a popular and cost effective means of attracting applicant through, Website, Job centre place or store boards and even has made each category with an application ways.

The company divides the selection part into three parts, the screening and the assessment centre and last the interview, which leave no gaps of not being able to assess the applicants from all aspects technicality and personality aspects of the posts available. Moving up from the general to more specified criterion.

Q:Describe how job descriptions and person specifications are helpful in the selection process? What other purposes might a job description be used for?

Ans: A well-crafted Job Description and Person specification has several benefits. Together,in a selection process 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. 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.

helps employers to identify what qualities are required to do the job.

set the targets and standards for job performance.

can reduce bias selection process by ensuring candidates are judged against criteria which are relevant to the job.

JOB DESCRIPTION:

to clarify what the post-holder is required to do;

to provide information from which the Person Specification criteria can be drawn up;

to inform applicants about the post and to provide information required for recruitment purposes ;

to form the basis for the employment relationship;

to provide a reference document for performance review and to assist with the setting of targets for staff in their probation period;

to define the place of the post in the organisation and clarify for post holders and others the contribution the post makes to achieving organisational and departmental objectives.

Q :Analyse Tesco's

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