Various Methods of Recruitment in Retail Sector - Assignment Example

Running Head: RECRUITMENT PROCESS AND EFFECTIVE TECHNIQUES Recruitment Process and Effective Techniques of the of the Contents Background 2 Research Objective 2 Research Question 3 Literature Review 3 PEST Analysis of TESCO 5 Political 5 Economic 5 Social 5 Technology 6 Policies of TESCO 7 Retailing 8 Various Methods of Recruitment in Retail Sector 8 Steps in Recruitment Process 8 Recruitment Methods and Tests at TESCO 9 Selection Steps 9 Step 1: Application Form 9 Step 2. Interview 10 Step 3. Employment Test 10 Common Type of Employment Test 10 Criteria for Selection Devices 10 Reliability 10 Validity 10 Step 4. Reference and Background Check 11 Step 5. Physical Examination 11 Step 6. Final Decision to Hire And Reject: 11 Effectiveness of Recruitment Techniques discussed with senior staff 11 Research Design and Methodology 12 Cocnlusion and Recommendations 12 Introduction The current era has witnessed improvement in work methods, technology and an increased innovation level. The business processes have modified and become more efficient and effective in terms of quality, time, and resource utilization. Similarly, business organizations have introduced newer methods of recruitment for shop-floor staff in the retail sector. This research proposal utilizes the case study of Tesco and assesses the appropriate recruitment methods for shop-floor staff. Background The organizations in the present day are focusing more upon the methods of recruiting, developing and managing the human resource for enduring better production and quality in the organization. The process of recruitment pertains to the systematic method of attracting the suitable candidates for the application in case there arises a vacancy within the organisation. The organizations tap the market when they require individuals having particular skill sets, and may also ask the individuals for joining the workplace in order to complement or supplement the existing skill. In all such situations, the company cautiously undertakes manpower planning and job analysis in order to develop the profile of the candidate. This consists of the attitude and technical skills. Subsequent to this, the resources of recruitment are deployed by the organization relying upon the position of the job market. The recruitment method includes offering jobs through search agencies, websites, campus placement, head hunting, newspaper advertisement and various other sources. The organizations make use of two categories of recruitment. Internal recruitment refers to the sources of recruiting people for the vacancies through existing workforce and staff. The external method of recruitment is adopted by the organizations in a way that they hire people from outside of the existing staff. This is a long process of recruitment involving a numerous steps and consuming a lot of time (Quist, 2007). Research Objective The objective of this research is to have a quick and perfect analysis of the recruitment methods of the leading organizations. For this research, the TESCO Company has been selected. This company is a UK based company which is leading the market in all over the world. This company has a large number of employees. Generally, it has more than 35000 employees. By having a research o the TESCO Company, we will get to know the techniques of recruitment in the leading organization. Research Question The current study will look into the following research questions as a part of its research plan: 1. What are the effective recruitment methods undertaken by the retail sector currently? 2. How has Tesco Plc managed its human resources with respect to modern recruitment methods? Literature Review The employee recruitment sources primarily function for the purpose of identifying the right people for the right job and train and motivate them to send job application to the organisation. Selection is the step that subsequently follows recruitment. The entire process of recruitment includes the stages such as job description and development of person specification; attracting candidates through various types of advertising , networking along with other methods of searching employees; thus, organizations match the job specification to the job requirements after screening the candidature of individuals. The organization Tesco PLC is a general merchandise retailer and British grocery having its headquarters in Hertfordshire, Cheshunt, United Kingdom, and England. After Wal-Mart, Tesco plc is ranked as the second-largest retailer across the globe in terms of the profits it earns. Moreover, it is also known as the second-largest retailer globally with regards to the revenues followed by Wal-Mart. The organization has in number of stores in 12 different countries all over Europe, Asia and North America along with being the leader in the grocery market in the United Kingdom having approximately 30% mark ranges very effective training methods and processes within the organization. Regular trainings, workshops and other techniques are undertaken for the employees and staff, along with having specific training and development structure. All the employees are treated equally and given facilities and no discrimination exists with regards to the staff training and motivation. The company conducts the trainings on quarterly, monthly and yearly basis too (Searle, 2006). The authorities of the Tesco arrange for the out-door trainings of the people as well. This gives the people a good commanding ability over their work. It gives them more confidence. It is necessary to have great success in the training programs. If the training programs will be effective, then the people will learn more. Of the people will learn more they will give more in return to the Tesco in all over the world. There is proper structure of the training staff in the Tesco. PEST Analysis of TESCO Political The political matters have a great effect on the system of the organizations. If the party who is ruling the government is in the favor of the business in the country, then the companies will get good benefits from this. Economic Tesco plc operates in different countries all over the world and undertakes its activities with a global economic approach and focuses simultaneously on every individual market. Since the organziation is undergoing a period of rapid growth, the formulation of a joint venture or expansion of the company operations in more than five countries globally is likely to enable the company to learn and adapt from different areas in the entire industry. The staff at Tesco Plc possesses resources and experience from five different continents all over the globe, thus, with the market changes; the organziation may collect resources and information for the purpose of addressing its issues globally. Social The social impacts have a great influence on the success of the company. The societies are very much influenced by the branded companies in these days. The branded companies promote the setup via the social media branding. This technique is very effective and popular in these days. Whenever any new product is launched in the market by any Brand, then different people use it and they give their comments on social media. The Brand owners highlighted these comments to get more publicity of their brands (CIPD, 2013). On the other hand, customers are very fond of knowing that what others think about this product and how it is useful and how it is harmful. In this way, the customers can get good idea of the product and they can also decide that what thing they need to buy to fulfill their need. A survey was conducted in USA. It was noticed that among every 10,000 people, 75% percent of the people are interested in buying those products which are new in market. They decide to buy anything or to not buy from the knowledge which they gained from the social media in social websites on Internet. Technology The TESCO operates in more than 80 countries world-wide. It is the miracle of technology that the products can be launched everywhere in the world at the same time via the social media plans. In this modern world of technology and advancement, the SOCIAL MEDIA PLANS are very important for any business, project, etc. The most important role in the popularity and success of social media is done by the Internet. Internet is a great and most speedy medium for the communication. There are many social websites which are meant only for the purpose of communication in the social media. Such sites are a great resource of social media plans in today’s world of technology. A small business can grow very fast and efficiently via Internet. We can get a bundle of knowledge from all over the world in all fields. Social media has turned this world into a global village. To get all this done and to enjoy maximum of the benefit from it we just need to have a good knowledge of operating computer and an internet connection. To get the project be publicized on internet we have to follow some tactical outlines. By working on some special points we can get maximum of the publicity of our business, project, etc. For this proper guideline we need a man who has a perfect command in this field. This person is known as the Social Media Expert. To get success over social media we should try to automate our project in every social media site, where possible. This will make the more traffic to come to our project and we will get more chances of our success. When a person follows you on any site, then the Social Media Expert should make it possible to automatic re-following of that person by you. There should be automatic messages in your system which will reply to the organizations follower as earliest as possible. This will leave a good impression of your performance (Strategic Management, 2014) Policies of TESCO TESCO Plc has developed different programs and policies regarding the employment and labor matters that may acts in the form of motivation or moral reward for the staff. They include employment nondiscrimination, immigration, occupational safety and health, labor-management relations, workplace privacy and many others. The compensation and reward system at the organization maintains the employee performance by boosting their work and rewarding them. The company has formed a different department for the management of human resource which is charged with the responsibility of reviewing in a systematic manner the requirements of human resource. The department also guarantees the employees needed and their match with the available vacancies. Tesco prefers to recruit employs from the internal sources instead of external recruitment channels and forecasts the HR supply in the organization. The skills inventory is used by the middle management for the replacement charts of employees at the operational level. The human resource department at the company is responsible for conducting the induction process through which the new employees are introduced to the workplace and detailed information is provided to him including the information of SCCO objectives, place or location of work and handing over the book of rules. Retailing TESCO Organization companies have built successful retail store concept to satisfy changing customer tastes and needs. Each store features merchandise targeted to different lifestyles and people. The merchandise ranges from footwear to clothing and goods complementing shoe offerings. Sensitivity to and satisfaction of customer wants and needs has allowed the TESCO to become a world. Various Methods of Recruitment in Retail Sector The system of observing and evaluation of the job and performance of the employees can be done easily with the help of new technologies. These new technologies give us the best result in minimum time with less effort. The authorities of the TESCO are very active in order to maintain the performance and the reputation of the performance of the employees. This job also includes the abilities of the human resource management. The operation manager has to attend the meetings with the higher authorities as well as with the customers. He is the person who is attending meetings with people of different minds. He needs the ability to tackle the people with the individual concentration for his success in his point of view. In complicated cases, the experience of the man plays a good role. Experience along with the knowledge and education carry great worth. The organizations performance is critically affected by the recruitment as one of the primary functions of the human resource management. The organization preplans the recruitment function in the following ways: Advertising a job opening Initially contacting the prospective candidates for job Creation of the pool of qualified applicants through initial screening process Steps in Recruitment Process Successful recruitment involves the several process of: Developing the recruitment and retention policy along with such systems and guidelines that keep the policy intact; The competition and qualification pool for skill and knowledge resident within it. Job evaluation and job analysis is designed for the identification of the distinguishing aspect of every job and the calculation of its comparative worth. Evaluation of the qualification profile, driven from the job description as its basis that is utilized for the identification of abilities, requirements and knowledge. Determination the ability of the company to provide benefits and pay salaries to the employees in a defined period. Documentation and identification in terms of the relevant recruitment process and selection for guaranteeing the equity and compliance to other laws along with equal opportunity laws. Recruitment Methods and Tests at TESCO The following section details the recruitment tests and methods at Tesco. Selection Steps Completion and submission of an application form formally Interview process Conducting tests Verification of the references Physical examination Final decision and analysis regarding rejection or hiring. Step 1: Application Form Declaration of individual to be job candidates Documentation of the qualification and personal history of the applicants. Inclusion of the personal resumes. The candidates having lack of credential encounter rejection. Step 2. Interview Interviewing the candidate is the entire process of information exchange that takes place between organizational members and teh candidate for the purpose of learning more regarding each other. Step 3. Employment Test The employment tests are utilized for the purpose of further screening the applicants through collecting further information relevant to the job. Common Type of Employment Test The other common types of test at Tesco plc include: Aptitude test Intelligence tests Personality test Interests test Criteria for Selection Devices Tesco follows certian criteria for choosing teh selection devices: Reliability The device used for the purpose of selecting the suitable candidates is consistent with regards to the measurements. Validity The relationship between the individuals actual performance is equal to his rating or scores a selection device. Step 4. Reference and Background Check The authorities at the company inquire the candidates academic advisors, previous employers, and co workers with regards to proceeding with application. Step 5. Physical Examination The organziation ensures that the physical capability of the applicant is sufficient for the fulfillment of the job requirements. The employees are enrolled for the insurance programs of health, life, and disability. The drug testing is also sometimes performed. Step 6. Final Decision to Hire And Reject: The decision to select or reject a candidate involves the extended conference and discussion of the multiple parties. Effectiveness of Recruitment Techniques discussed with senior staff In staffing level perspective the following strategies are being adopted by this organization, which is given below: 1. Acquiring the talent. 2. Lag system. 3. External and internal hiring 4. Flexible and core workforce 5. Hiring the employees 6. National level recruitment 7. Attracting the employees 8. Hiring the employees In the staffing quality perspective the following strategies are adopted: 1. Person/organization match. 2. Specific/ general aims 3. Exceptional workforce 4. Active diversity. When the matter of the recruitment and employment was discussed with the senior staff of the TESCO, they revealed a major problem of cessation of employment. Research Design and Methodology The study at hand will apply the secondary method of research. The Mixed Research strategy would be adopted in order to collect data. In order to conduct the secondary research, data from various databases, online libraries, company reports and other journals providing information on the recruitment strategies of Tesco Plc will be collected. While the primary research will be undertaken by choosing a convenience sample by researchers. Closed-ended, well-structured questionnaire will be used to question the population in the sample. The data gathered will then be tabulated on MS Excel and findings be analyzed for the conclusion of the research study. In order to maintain the ethical standards throughout the conducting pr research, the researcher will have to be very cautions. Any sort of discriminatory attitude towards the respondents will be avoided. The sampling errors and response errors will be minimized to the maximum. Moreover, the interviewing shall be undertaken on fair and acceptable standards of research work. The possible limitations to be occurring in this research work can be time and money constraints. Interviewing the people in a sample consumes a lot of time and the printing of questionnaires will also require time and finance. Thus, the limitations may occur during the research work in the form of more time consumption. Cocnlusion and Recommendations The research paper will end with the conclusion reached on the subject of recruitment techniques that are applied in the modern day business organziations functioning in the retail sector. The case of Tesco with respect to the recruitment methods applied shall be discussed and conlcuded for its strategies. Besides this, the information gathered shall be dicussed in the light of literature review, data collecetd, analysed and conclusion. The study will end with th erecommendations provided by the researcgera to imprive the position of Tesco in the industry. The recruitment methods will be analysed for their effectiveness and effeiciency and the employee training and motivation technbiques will be looked at. Any possible recommendations will thus be presented by the resaercher at the end. Moreover, the scope of further research on the subject will also be discussed. References CIPD. (2013). PESTLE analysis. CIPD. Web. Retrieved 12 April 2014 Dan Schawbel. (2012). The Power Within: Why Internal Recruiting & Hiring Are on the Rise. Time. Web. Retrieved 12 April 2014 Editor. (2012). The rise of the internal recruiter. Recruiter. Web. Retrieved12 April 2014 Quist, M. C. (2007). An Evaluation of Techniques Used to Index Recruitment Variation and Year-Class Searle, R. H. (2006). New technology: the potential impact of surveillance techniques in recruitment practices. Personnel Review, 35(3), 336-351. Strategic Management. (2014). PEST & PESTEL Analysis. Web. Retrieved 12 April 2014 Strength. North American Journal of Management, 27(1), 30-42. Tesco PLC (2012). Tesco PLC Annual Review and Summary Financial Statement 2012. Web. Retrieved 12 April 2014 Read More