Human Resource Management Topic: Planning & Recruiting

Presented To:

Ma’am Saher Butt

Presented By:

Rahima Noor BC11-477Maryum Sarwar BC11-478

Mahreen Iqbal BC11-476 Nimra Noor BC11-470Tehmina Kamran BC11-473Hira Ilyas BC11-445

Students of:

Some Facts about Tesco

3rd Largest

Retailer

Diversified

in 1990

2nd

Largest in

terms of

profit

It’s

Name

Introduction

A British Multinational grocery and merchandise retailer.

Store in 14 countries around the world

Brand appeared firstly in 1924

Name Tesco

Type Public LTD. Company

Traded as LSE:TSCO

Industry Retailing

Founded 1919(East London)

Founder Jack Cohen

Headquarter England ,UK.

Numbers of

Locations

6351 Stores

Area Served Worldwide

Revenue 64.539 Billion Pounds

Employees 5,19,671.

Tesco Stores Tesco Extra

Tesco superstore

Tesco Metro

Tesco Express

One stop

Tesco Home plus

Tesco product Categories Groceries: Groceries, recipes, real food etc.

Entertainment: Mp3, Concert tickets, DVD Rentals.

Books: Pre-order, children’s corner, cookery etc

Clothing: Brands, Kids, Women, Men etc.

Freedom to choose from Network: SIMs, Broadband etc

Banks: Credit cards, Car, Home, Pet, Travel

Vision Statement

Missionto create value for customers to earn their

lifetime loyalty.

Our

Strategy

To grow the UK core

To be a creator of highly credited brand

To be an outstanding international retailer in store and online

To be as strong in everything we sell as we are in food

To grow retail services in all our market

To put our responsibilities to the communities we serve at

the heart Of what we do

To build our team so that We create more values

360000 workers globally.

It operates in 12 countries

apart from UK,

Around the World

UK

Malaysia

South

KoreaThailand Hungary Ireland

China India USA

Poland Slovakia Turkey

Objective

To identify the opportunities by

distributing resource to

produce the desired outcomes of the stakeholders.

HR Contribution for Company

to compute and minimize the labor turnover

Adequate the Staff in each Department

Flexibility Plan the staff as per financial, functional

and numerical

Trained the staff for maximum output

Tesco HR Departments

• Planning of the techniques to compute and minimize the labor turnover

• Planning in advance to ensure that each and every department has adequate staff

• In fact planners of the HR conduct the flexible workforce that has financial, functional and numerical flexibility.

Importance of Assessment

Effective Hr strategies

Gain competitive advantage

Effective hiring

Assessment of Current Needs

Yearly planning process.

Quarterly reviews

Assessing the job vacancies.

Annual appraisals.

Benefits

Quarterly reviews give adequate

time for staffing and hiring.

Practice of talent planning at

TESCO.

Motivation to employees

More applications for

higher jobs.

The manager makes out the competencies, behaviors and technical skills

Future Needs

Trend analysis

Ratio analysis

The scatter plot

Trends Analysis analysis involves your firm’s employment levels over

the past five years

Ratio Analysis

compute the number of

employees in your firm

at the end of each of the

past five years

identify employment

trends

Scatter Plot

shows graphically how two variables

are related.

forecast the level of business .

estimate your personnel

requirements.

Evaluating the organizations future requirements

Skills

Locations

Numbers

At TESCO

Training and Recruitment.

Hiring at regular basis.

Global diversification.

In -house recruitment.

New type of Jobs

Planning:Plan is a blueprint for action. It specifies:

i. Resource allocation.

ii. Schedules.

iii. Actions necessary for attaining goals.

“Planning is the act of determining the organization’s goals and the means for achieving them”.

Goals:

“It is desired future stat that an organization’s attempts to realize”.

Why is planning important to managers:

To determining new opportunities

To anticipate and avoid future problems

To set standards

Work Force Planning Table:

Tesco uses a work force planning table to establish the likely demand for new staff (Managerial and non-managerial positions).

This planning process runs each year from the last week of February.

There are quarterly reviews in May, August and November.

Components of workforce planning:

Person Specification

Job specification

Components of workforce planning:

Tesco company as a useful element in workforce planning they insist of having a clear job description including details of:

The title of job

To whom the job holder is responsible

For whom the job holder is responsible

A simple description of roles and responsibilities

Person specification and job Specifications:

The skills

Characteristics

Attributes

“Job Specification means statement of the needed knowledge, skills and abilities of the

person who is to perform the job”.

These components to help the organization in hiring process.

They also offer the benchmark for all types of job.

Managers can better understand what is the best for a job according to the skills of person.

ORGANIZATIONAL CULTURE

It comprises of :Shared valuesBeliefsEmployee Behaviors Perceptions andContinuous Learning

“It is the outcome of the maintained interaction between individuals in organizations and prevails commonly in

feelings, behavior and thoughts of individual’s. ”

It creates a robust organization

Maintained

Transformed

Created by the people and

Sustained by the Leadership

Organizational Culture is:

Benefits

Increased corporation

Mutual trust

Open communication and

Helping employees

3 main steps comprised in changing of the culture of the organization:

Firstly, it should recognize about the existing culture and the things they are performing.

Secondly to decide about what culture of the organization must give to the success of the support.

Lastly, the people in the Company should decide to alter their nature to make the desired culture of the organization.

6 stages for controlling and managing the Organization

Work Level 1:

dealing directly with the

customers

It needs the capability to operate

rightly

and to coordinate well with the others

Work level 2 :

needs the capability to manage the resources,

to make targets and to

motivate others.

Work level

3 :

needs skills of

the managem

ent

comprising target

setting,

reporting and

planning.

Work level

4 :

supports operating units

suggesting strategic change.

It need skills to evaluate

the informatio

n.

Work level 5 :

It needs the capability to lead others

and make main actions.

Work level 6 :

needs the excellent retailing overview and the capability

to maintain the vision.

Recruitment

• Comprises fascinating the accurate standard of the applicants for available vacancies.

• Tesco first views at its inner plan of the talent to fill vacancy.

• Purpose is to ensure that all employees work together for driving of the business objectives.

Types of Recruitment

External Recruitment

Internal Recruitment

External Recruitment

recruit from outside the

organization

the Company advertises

through the website

(www.tescocareers.com)

Tesco Promotes Externally Through:

offline media

websites

Radio, TVAdvertisement on google

Magazines like The

Appointment General

External RecruitingAdvantages Disadvantages

Increases diversity Expensive

Facilitates growth Slower

Shortens training time Less reliable data

Problem solving theory Stifles upward movement of personnel

Internal Recruitment

This is a process that lists :

promoting employees from within an organization to fill upcoming positions.

current employees looking for

a move, either at the same level

or on promotion.

Methods of Internal Recruitment:

• Face to face conversations

Interviews

• Are conducted to collect information about beliefs

Structured Interviews

• Interviews are conducted to know about unveil facts and explore wide about the jobs which needs to be filled

Unstructured Interviews

• To know about the behaviors

Non-Situational Interviews

Internal Recruitment

Advantages Disadvantages

Better assessment of candidates Creates vacancies

Reduces training time Stifles diversity

Motivates employeesInsufficient supply of candidates

High performance work system characteristic

Benefits of Recruitment methods

Interviews Assessment centers

Provide opportunities to ask probing

Can observe candidates in the problem questions explore suitableness of solving process and predict candidates.

Enable interviewers to describe the job

continueunderstand new recruits strengths

and weaknesses

Provide opportunities for candidates

Can make a pool for future employee ask questions vacancies.

Identify the skills, knowledge, and

enable a face-to-face meeting attributes that employee shows

Minimize the induction cost assess the organ

Strengths of internal recruitment

Reduce the cost

Accurate view of candidate’s

skill

Stronger commitment

Increasing employee

morale

Less training and orientation

Sustain knowledge and culture

Employee performance

gets high

Weaknesses of internal recruitment

Failed applicants are dissatisfied

Limited number of candidate pool

Less job suitability

Another vacancy occur

New blood

Strengths of external recruitment

New blood adaptable Large pool

Job suitability

Avoid ripple effect

Weaknesses of external recruitment

De-motivate internal employee

Higher cost

Culture shock

high turnover rate

chart

• applicant attend the assessment centres

Manager take

• applicant is provided with various exercise

Puzzle solving

• manager takes the interview

If approved

Conclusion:

HRM is the vital element within the organization

HUMAN RESOURCE MANAGEMENT is the key factor for the

organization

human is considered as the valuable assets for the organization.