Report For Tesco And The Recruitment Process Commerce Essay


I will be looking at the objectives, organisational structure, culture and communication channels that operate within the business as well as explain how quality assurance and control systems help the business to add value to its products.

I will also consider alternative methods of quality assurance and control and how well the business is meeting its objectives.

This coursework will also explain the impact of ICT upon the internal and external communications of the business.

After these have been looked at an examination of how these factors inter-relate in a way that can affect the success of the business will be considered.

Tesco's activities over the past years

Its main activity is the selling of different types of goods to consumers, most of which are food items. This year sales in our core UK market have grown by 7.9% and underlying operating profit by 6.9% reinforcing its position as the number one food retailer in the UK.

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Tesco's growing success has been down to the ever-rising percentage of people going into tertiary area of the industrial sector, which is mostly concerned with the performance of services for customers i.e. Teachers and bankers. Today services produce more than 70% of the value of all goods in the USA, Britain and France and just over 60% in Germany and Japan. Most of these changes are down to the revolution of computers and ICT in the 21-century has caused people to concentrate more on their creative skill now that they are released from their mechanical functions.

Tesco's' strong UK performance allows it to achieve its main aim of expanding into retailing services and international markets.

Tesco's ability to expand is due to its ownership of business, which will be explained under the subheading below.

Type of business

Tesco is a public limited company. This means that it members of the general public and other businesses and financial institutes can buy shares from its company. This enables it to raise a lot of capital.


The share holders at Tesco have a limited liability

The shares in the company can be easily bought and sold.

Tesco can easily raise its amount of capital needed for expansion and development.

Tesco benefits from the economy of sale; hence they have cheaper borrowing and bulk purchasing.

The amount of capital that can be raised due to its ownership of business allows tesco to achieve its set aims and objectives (expanding sales to an international level).


The founders of Tesco can loose control of the company since shares can be bought on the stock exchange

Since Tesco is such a large company it can become difficult to manage efficiently.

Aims and objectives of Tesco

Its aim is to achieve their core purpose through core values, which are

To earn the respect of their staff for these values and to appreciate their contribution to achieving them.

To understand their customers better than their competitors do. e.g. no. 1 for service these consist of six steps in trying to make the customer service better. They are;

Clean and tidy stores

Take the customer to the product

Every customer offered helps SOS. Say hello, offer help, say goodbye.

One in front at the checkouts- this means if there are more than one person in front of you at the checkout then Tesco will open another checkout until all checkout have been open, this means they cannot do anymore and they have fulfilled their promise.

Help customers to bag their shopping, when the customer reaches a checkout the operator will ask him if they wish to have their bags packed, if they do another member of staff e.g. shop floor will be notified and will then go to the checkout. (Not all customers want their bags to be packed as they fill they will be able to do it themselves)

To be energetic and innovative and to take risks in making life better for their customers.

To recognise that they have brilliant people working for them, and to use this strength to make customer shopping enjoyable in a way that no competitor can.

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To use intelligence, scale and technology to deliver unbeatable value to customers and everything they do.

In other to achieve these core purposes, Tesco staff is expected to provide certain functions;

Tesco staff

Are all retailers, working together as one team

Trust and respect each other

Respect all customers, the community, suppliers and the competition

Strive for personal excellence in everything they do, leaving no stone unturned in order to get it right

Are encouraged to take risks, give support and do not blame others.

Are rewarded for creating value for customers.

Are talked to and listened to: and knowledge is shared so it can be used.

Have fun, celebrate success and learn from failure.

Are Tesco achieving their objectives?

I can say that Tesco are achieving their objectives, this is because in the annual report it shows that sales are at an all time high to £10.1 billion where as in the period last year they were down to 10.7 %, this shows many more people are coming to shop in Tesco's they obtain their objectives as many see Tesco are doing everything they say they e.g. no.1 for service.

Over the past few weeks Christmas stores right across Europe experience the busiest time in the year, it is then we can see if the company is making money, one particular store set targets of the amount of money they hope to receive during the busy season every day their sales total were either doubled or tripled. In order for Tesco to remain no.1, they must keep renewing their objectives, in other to do this they must train their staff, with the

Profit received the company will make decisions on what to do with the money, they may decide to build a new store, upgrade new ones etc, here they are helping customers through every aspect of their shopping experience.

By upgrading stores and building new stores, Tesco is achieving their objective(s),

To be energetic and innovative and to take risks in making life better for their customers.

To understand their customers better than their competitors do. e.g. no. 1 for service these consist of six steps in trying to make the customer service better. They are;

Clean and tidy stores

Take the customer to the product.

Every customer offered help.

One in front of the checkouts.

Help customers to bag their shopping

In order to achieve these objectives they are investing money in training their staff to meet customer needs;

To recognise that they have brilliant people working for them, and to use this strength to make customer shopping enjoyable in a way that no competitor can.

To earn the respect of their staff for these values and to appreciate their contribution to achieving them

Tesco achieve their objectives by giving staff extra holidays or having an award scheme. This is where staff nominate others who they think had done a little extra.

Organisational functions

Tesco combines factors of production (land, labour, capital, enterprise) to produce their products and services. Combining these factors means they carry out a range of functions:



Human Resources



Research and development

Human Resources

Human resource management has largely replaced the old-fashioned word "personnel", which was used in the past. The type of work covered by the human resource management may include the following;

A policy-making role - establishing major policies that cover the place and importance of people in the society.

A welfare role, concerned with looking after people and their needs.

A supporting role, concerned with helping other functional managers to develop their work e.g. helping the production managers to appoint and train new production line staff.

A bargaining and negotiating role, concerned with acting as an intermediary between different groups and interests (e.g. between trade unions and management)

An administrative role, concerned with the payment of wages, the supervision and implementation of health and safety laws etc.

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An educational and development role, concerned with helping in the development and education of workforce etc.

Recruitment and Selection Procedures

Recruitment is:

Searching for and attracting candidates - external or internal - for job vacancies.

New people are found and brought into the organisation. This involves communicating with actual or potential job seekers, motivating them to apply and persuading candidates that they really want to come and work for the firm. The objectives are to attract candidates of the right quality in the right number and matching the job specification of the company.

Advertising Job Vacancies

When advertising a job vacancy, the business must ensure that all information is detailed and accurate. When advertising a job, it must ensure that all the necessary information is given and all the information given is correct.

Job advertisements are an important stage in the recruitment process. Tesco is able to communicate job vacancies to the public through this method. Usually, the personnel department of a business writes the job advertisements. The nature of the advertisement will depend on two main factors:

Who the target audience is - the potential employees

Where the advert will be placed

All job advertisements should include the following information: -

• Job title: -this should be the main heading of the advert, perhaps highlighted in some way.

• Job description: - This should define the major requirements of the job in a concise format.

• Organisational activities and marketplace: - The advert should include a brief description of the environment in which the organisation operates.

• Location: - It is essential that the advert states the location of the business and of the job, which may be different.

• Salary expectation: - An indication of the salary level should be given in a job advertisement. Figures are not always necessary.

• Address and contact: - This should also be included in an advert with a telephone number if appropriate.

• Qualifications: - If a certain qualification is required, this should be stated clearly in the advert.

• Experience: - If experience is necessary, this should appear clearly on the advertisement. This should be quantified, as it will have a bearing on the expected salary level for the job.

• Fringe benefits: - The advertiser may wish to include details on fringe benefits. For example, they may wish to mention, a company car, health insurance scheme, etc.

• Organisational identity: - This may be in the form of a logo or slogan.

Job advertisements aim at receiving applications from people who feel that they can do the job, although, they also try to discourage applications from those people who do not have the correct qualities for the job.

The layout and presentation of the job advertisement is very important as it gives prospective employees a first impression of the business. It could improve or damage the corporate image of the business. For example, if Tesco produce a job advertisement that does not include all of the information and nothing is clarified, people will be reluctant to apply as they feel that they have not been given the sufficient information. Whereas, if the advertisement gives all of the required information and there are no mistakes in the content of the advert, then people will feel confident in applying for the job.

Advertising job vacancies

Job advertisements must be carefully planned out. Tesco must decide how, when and where to advertise. The process of advertising a job vacancy must be given extensive thought as this can also be a costly process.

When Tesco requires new staff, the personnel department must coheres with management and decide exactly what type of person they need for the job. They must then decide how they advertise the vacancy. As Tesco is a large scale organisation, they would place advertisement for job vacancies in local papers, e.g. Down Recorder, Mourne Observer, etc. and internet. When advertising a job vacancy Tesco must ensure that they use the most effective media.

When they have decided how and where to advertise the vacancy, they must then come to a decision about when the advertisement should be placed in the newspapers. Tesco must ensure that they leave enough time for the applicants to apply. The job advertisement must state the closing date.

The advertising process must be carefully planned out in order to make it a success.

The importance of good recruitment and selection

People are the most important asset of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. Poor selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff and legal claims against the organisation.

The aims of the recruitment and selection process should be to:

• Recruit high quality staff with the right skills on the appropriate contracts to deliver the key objectives of the position and organisation

• Ensure that equality of opportunity is considered as an integral part of recruitment practice, thus encouraging diversity

• Ensure that recruitment is effective as a key public relations exercise for all involved

• Ensure that recruitment is fair, efficient and cost-effective

• Facilitate and encourage Best Practice by training those involved to follow a structured and systematic process of selection;

• Continuously monitor, review and improve the recruitment process in the light of experience and information obtained from those involved in the process.

The importance of fair treatment

The employer has a legal responsibility to ensure that no discrimination on the grounds of race, sex, marital status or disability occurs in the recruitment and selection process. Equality of opportunity must be an integral part of the process.

Everyone involved in the recruitment and selection process must be aware of and comply with current legal requirements relating to recruitment. A separate handout is available from Human Resources, which provides details of all the relevant legislation together with practical implications for recruitment and selection. Assistance and advice on the implementation of the Equal Opportunities Policy is available from Human Resources.

"Selection is a later stage of recruitment. It involves choosing"

• Competent and qualified applicants suited to the job.

• New members of the organisation

Selection Methods

The prescriptions, the "how-to do-its" of selection, are problem-solving strategies (heuristics of general and specific scope) which, taken as a cocktail, may narrow down the selection decision and increase the chances of choosing the "right" candidate although probably "best available" is a better term.

Selection methods range across

• Interviews - the most popular and hence the skills of interviewing are important

• References

• Analysis of candidate career/life data

• Evaluation of candidate behaviour/ performance in group activities

• Work attachments/experience (trial periods)

• Skill testing with task/work simulations e.g. typing, computer programming, brick-laying and candidates making presentations etc

• Knowledge, aptitude and psycho-metric tests of various facets of know-how, intelligence and personality

• Graphology!!!!

Aims of the selection interview

The key aim should be to collect relevant information within a limited time. Collection of information about the candidate means matching his/her attributes to those on the person specification, and not comparing candidate against candidate. (This could lead to selection of the best candidate, but he/she may not be able to do the job). In addition you must ensure that it is a two-way process and that the candidate fully

Understands the nature of the job for which he/she has applied. The way in which the interview is conducted reflects the level of professionalism of the organisation, and recruitment needs to be seen as a significant public relations exercise.

Job Description, Job Analysis and Person Specification are vital in the recruitment and selection process as a company can decide who best fits the attributes needed.

Job analysis and the job description

A job description must be produced for each vacancy, detailing the purpose, tasks and responsibilities of the post. A well-designed job description should include:

• Job title - this should clearly convey the nature of the work to be done

• Main purpose -this should be a summary of why the job exists and should ideally be captured in one sentence

• Key tasks - in listing these, active verbs should be used e.g. 'writing', 'filing', 'calculating', instead of vaguer terms such as 'assisting with', 'dealing with'. Wherever possible it is useful to indicate the frequency with which particular tasks occur

• The scope of the job - this should give details of the structure within which the post-holder will operate and the main working relationships e.g. identification of his/her 'line manager', the number and levels of staff to be supervised and the key internal and external contacts for the post. Details should be provided of any quantifiable items such as budgets for which the post-holder will be responsible

• Conditions - special conditions of the job should be detailed e.g. travelling requirements, shift work.

Person specification

A well-written person specification is crucial for an effective and professional recruitment and selection process. It sets out the qualities, which are needed for high performance in the job. Unless these are properly defined, interviewers cannot answer the following questions consistently:

• What do we want to measure?

• Against which criteria can we evaluate candidates?

• What is it about candidates that we want to evaluate?

The skills, aptitudes, and knowledge included in the specification should be precisely related to the needs of the job. Also the interviewers will need to make sure they are not discriminating against the candidate in any shape or form.

People leaving/quitting their job are also an important part of the Recruitment and Selection process, which will be explained below. Businesses will have to deal with this quite regularly as a part of labour turnover, and then recruit new employees.


This is ending the employee/employer relationship. I.e. contract of employment.

It can include:


-The voluntary decision of an employee to leave a business and terminate their contract of employment.


-When an employee leaves work altogether because they have reached a certain age.

• 65 for men and women- become eligible for state pension.

• Not compulsory to retire at this age.

• Many continue to work. Others retire before 65.


When an employee or group of employees are dismissed through no fault of their own, but changes within the firm or its environment, which makes their job surplus to requirements.

Could result from:

• Closure of business

• Restructuring/reorganising responsibilities

The employer will have to follow these Employment Legislations:

• Employment Rights Act 1996

Unfair Dismissal



• Health and Safety at Work Act (HASAWA)

• Minimum Wage

• The Social Chapter (especially Working Time Directive)