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Recruitment and selection are the important process in each organisation. The human resource department is conducting the recruitment and selection in every organisation. The human resource department's main function is the recruitment, selection, employee's welfare, conducting conference and conducting the training for the staff. The recruitment and selection should be very selective.
In this study I selected one company which is Tesco for the detailed study of recruitment, selection and retention plans. Tesco is the largest retail shop in United Kingdom. Tesco has grocery items, frozen items, non-food items, club card and telecommunications. Tesco is committed to reduce prices of products and give the better quality products and good customer service. Tesco has around 400,000 employees work in many stores. In recruitment the company should select a suitable person for work. The company turn over is depending on the employees performance. The recruitment and selection is the process for hiring people for the work.
Tesco needs more staff for run the business. They are one of the leading companies in United Kingdom. Tesco is recruiting more staffs each year. They are recruiting more staffs occasionally as well like Christmas sales season. Tesco needs professionals for the management field, technical staffs, checkout staffs, operational level staffs, administration staffs, accountants, drivers and other staffs. In tesco the job seeker should apply for the job through recruitment agencies, tesco online websites and tesco stores. The recruitment in tesco is happening when new store opening or old staff terminates or seasonal vacancy like Christmas. The recruitment is conducting with many processes. The important process is application form. The job seeker should fill the application form and the company will call them for the interview if they are fit for the work.
There is a big deal of certainty and the security about working in the bureaucracy, and overall treatment of the staff both derives from the characteristics and supports of the whole fabric of the organisation. Recruitment is based on the precise of qualifications for each level, rather than the personality and indeed impersonal competition is desirable. Salaries are going to related the posts occupied, not to individual job-holder's talents and performance. Security of employment is absolute and the subject to good behaviour. Promotion is governed partly by the achievement, partly by the seniority. In return, absolute loyalty to the undertaking is demanded.
Careful recruitment of people who are capable of doing a job is vital. This means clear job descriptions and the good interviewing on the part of managers. If an interviewer is not completely clear on the "right" kind of person for a job, there will be problems in store. The "right" person will be someone who, with good training, could be ideal. Obtaining people with the appropriate skills, abilities, knowledge and experience to fill the jobs in the work organisation.
The Tesco staff categories are:
Administration is the important recruitment in every organisation. In Tesco top manager should be a highly professionally qualified person. The top manager is the responsible person for all stores and he will be in the head office. He will be under the owner of the company. All other departments and the staffs are coming under him and they should obey his words. Mostly he will be the voice of the owner of the company. Next category is assistant manager. He will work under the top manager. He is also a responsible person for all company. He is also available in the head office.
The next category is different departments like marketing, sales, administration, promotion, production and other department managers and other staffs. They are responsible only in their department works and they are also available in the head and regional offices. Tesco has the regional offices where ever they have the stores. Next is the administration department staff. The administration manager and staffs are responsible for the recruitment, training and employees welfare look after department. Every region Tesco has the administration department. The store managers are also responsible for each shop. They have to look after the store and the staff. They have to look after the stock and should order that. Under the store manager, one another person will be there in each store that is the system administrator. He will be responsible for the technical problems in stores.
Operational level employees are the customer service, cashier, filling staff and the store keepers. They are the important employees in each store. They are under the store manager. Employees need in the cash counter or check out till the customers need assistance and help and also they need bill for the purchase. Tesco is providing a self check out machines but still customers like to stand the queue and pay the bill in tilling. That will be clear and easy for many of them. Operational level employees need proper training and experience for their work. The recruiting time, the recruiters should make sure that they are ok for the work otherwise company will be responsible for their training and that will extra loss for the company. Tesco is looking mostly the previous experience people for the work. That can save time and money.
The process of selection is it specifically concerned with the discrimination between people by making decisions about who and who not to shortlist, to interview and to appoint. Discrimination in this sense is perfectly acceptable as long as it is done and seen to be done, on the basis of fair treatment of the people concerned. Selecting employees for work is not easy. The company should look the previous experience, qualification; group work is suitable for them and other qualities also. The employees should be responsible for their work. In this case the company should select right people for the work. Selection should be very careful otherwise store will be having some problems like customer assistance should not be good. If customers are not happy they will make complaints to the manager and that will get problem in store. Various selection methods are there in each store. The first step is to look at the resumes and find out from that who are the qualified candidates in the good of customer focus, communication skills, right attitude, adaptability, learning skills, worm experience, reliability and other qualifications depending on the job specification.
After the analysis of the application forms the company will call for interview. The interview will be helpful for finding out the right person for work. Some cases it is not happening and this made problems in stores. Mainly in the interview they will ask about the previous experience and proof for that. Previous experience is good for work. In the interview, they will ask many questions and the candidate should give back the answer for that. A good employee can handle the customers in a good way that will be an asset for the company for long years.
Employee retention is an important factor for each company. The employees are the most valuable and useful resource in each and every company, especially the one who has spent a long time in organisation. The staff who are highly productive and also highly importance to the company. Loosing good staffs is like losing valuable assets in them have already made a very strong customer relationship base. Apart from all this it involves time in recruiting, training and development of new staff which in turn requires additional cost and time.
Staffs are very important resources of any company like Tesco. Stress free environment and healthy environment in which a staff likes his work, good pay scale and healthy relations with the colleagues and the good incentives in contribute to a decision of quitting or continuing with the job.
Rewards such as the assessment in terms of the better job role or opportunity will also boost the staff performance. A change in the job title or getting additional responsibilities will helps to increasing the responsibility towards their job and employees feel that they are going to contributing more to the company's success.
There is a big deal of certainty and the security about working in the bureaucracy and overall treatment of the staff both derives from the characteristics and supports of the whole fabric of the organisation. Recruitment is based on the precise of qualifications for each level, rather than the personality and indeed impersonal competition is desirable. Salaries are going to related the posts occupied, not to individual job-holder's talents and performance. Security of employment is absolute and the subject to good behaviour. Promotion is governed partly by the achievement, partly by the seniority. In return, absolute loyalty to the undertaking is demanded. The employment law is protecting each candidate in recruitment and selection process. The employer should follow the discrimination law when he is doing the recruitment. Discrimination law says every candidate has equal opportunity for the work. The basic wages act also should follow the employer.