The recruitment process continued - Coursework Example

It first offers the position to its existing employees who are interested to shift to those positions. If they are not interested then the job posting is done on the intranet, so as to welcome internal referrals and the also external candidates are welcomed through advertisements on job portals or Google. The company website is also utilized for job postings (Needham, & Dransfield, 1994, p. 552). A systematic procedure is followed for selecting external candidates, which also includes the online selection procedure.

This saves the cost and valuable time of the management and the human resource department. Tesco has a policy to ensure that every candidate gets an opportunity to prove their efficiency and the reasons for being appropriate for the role. Those employees working in Tesco are given the opportunity first to apply for the vacant positions, so as to give them greater exposure and broaden their knowledge. The company also motivates its staffs to progress in their careers through their process called talent planning.

There are schemes in which the employees can apply for higher positions through their annual appraisal scheme. The current recruitment procedure of Tesco motives the employees to develop their skills in the field they wish to work in Tesco. The managers assist the employees in developing the competencies, technical skills and behavioral pattern required for such roles. This not only assists the employees, but also helps Tesco to achieve its objectives and the employees achieve their personal objectives.

In the company 80 percent of the management positions are filled through internal recruitment. This means that there is high scope of good performance appraisal in Tesco. Recommendations to Senior Leaders In the recruitment process the major role is played by the human resource department and the top management, which also includes the senior leaders of the company, who are dedicated the authority of giving their final verdict regarding the choice of the final candidate (Prakashan, 2007, p. 7.6-7.7).

So even though Tesco follows a transparent and systematic recruitment procedure, they must keep on experimenting and introducing newer and better processes to make the recruitment process more efficient and should encourage greater diversity for faster growth and development of the firm. Now certain recommendations can be suggested for the senior leaders of Tesco to encourage a smooth recruitment process and highly diversified workforce in the company. A five step planning process would be suggested in such cases: Design a perfect human resource management system: Recruitment process cannot be undertaken without human resource department and well defined human resource system.

The human resource goals should be aligned with the organizational goals, then only right recruitment can be done, and this is the task of the senior leaders to monitor that this objectives are being followed or not. Analyzing the Environment: The internal and external environmental factors includes the industry, technology, competitors, regulations of the labor market, sex ratio in the organization and the long-term goals of the company. This is analyzed by the senior leaders first before proceeding for recruitment process.

Not only skills but many other factors also need to be kept in mind. Human Resource Demand Forecast: The function of forecasting is done by the senior lea