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CONTENTS
Acknowledgement
History
Introduction
Recruitment
Important and recruitment
Selection
Objective
Research methodology
Limitation
Finding and observation
Recommendation
Suggestion
Conclusion
ACKNOWLEDGEMENT
Firstly I would like to express our immense gratitude towards
our PRATAP UNIVERSITY , which created a great platform to
attain profound management skills in the field of BBA,
Thereby fulfilling our most cherished goal
...
I am very much thankful to our Asst
...
At last but not least I would like to thanks
to my beloved parents, friends and faculty who helped me
directly or indirectly in bringing this project successfully
...
Today it is one of the largest retailers in the world
...
Tesco has the
widest range of food of any retailer in the UK
...
The position of Tesco as a leading global brand is clearly illustrated by its
expansion of operations into 12 countries including China, Czech Republic,
India, Malaysia, Ireland, Hungary and Poland
...
This level of success does not happen by chance
...
Tesco’s ‘Every Little Helps’ philosophy puts customers, communities and
employees at the heart of everything it does
...
Market share : As of its 2006 year end Tesco was the fourth largest retailer in
the world behind Wal-Mart, Carrefour and Home Depot
...
S
...
METRO was only just behind and might move ahead again if the euro
strengthens against the pound, but METRO's sales include many billions of
wholesale turnover, and its retail turnover is much less than Tesco's
...
2%, down from 30
...
Vision :
“To become our customer's strategic partner in eliminating Non-Productive
Time (NPT)”
Mission :
To be acknowledged by our customers as the premier drilling services
company:
...
...
...
Cultural Values :
Recruitment:
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment
...
In the recruitment, a pool of
eligible and interested candidates is created for selection of most suitable
candidates
...
”
Need for recruitment:
The need for recruitment may be due to the following reasons / situation:
a)Vacancies due to promotions, transfer, retirement, termination, permanent
disability ,death and labour turnover
...
In addition, new vacancies are possible
due to job specification
...
Determine the present and future requirements of the organization on
conjunction with its personnel-planning and job analysis activities
...
Increase
the pool of job candidates at minimum cost
...
Help increase the success rate of the selection process by reducing the
number of visibly under qualified or overqualified job applicants
...
Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time
...
Meet the organization’s legal and social obligations regarding the
composition of its work force
...
Begin identifying and preparing potential job applicants
...
Increase organizational and individual effectiveness in the short term and
long term
...
Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants
...
Promotion
2
...
Retirement transfer
4
...
Campus recruitment
2
...
Management consultancy and private employment
4
...
The
employees are not pressed to look for opportunities on the external job
market
...
Also,
as the candidate knows the organization, the possibility of the failure is not a
significant issue to the organization
...
The Internal Recruitment can lead to huge issues when
the candidates come from one department
...
The Internal Recruitment does not bring new skills
and competencies to the organization and organization with an intensive usage
of the internal recruitment can suffer from the fresh blood
...
The External Recruitment allows the
organization to define the right requirements and the organization can select
the candidate, which suits the organization best
...
The external recruitment and
proper campaign increase the popularity of the organization on the job
market, which helps to improve the position for further expansion
...
Meaning of SELECTION:
Selection is defined as the process of differentiating between applicants in
order to identify (and hire) those with a greater likelihood of success in a job
...
The difference
between recruitment and selection :Recruitment is identifying and
encouraging prospective employees to apply for a job
...
The company has more
than 360,000 employees worldwide
...
Around 86% of
all sales are from the UK
...
The company has recently opened stores in the United States
...
In its non-UK operations Tesco builds on the strengths it has developed as
market leader in the UK supermarket sector
...
In Thailand, for example, customers are used to shopping in 'wet
markets' where the produce is not packaged
...
Tesco needs people across a wide range of both store-based and non-store
jobs:
In stores, it needs checkout staff, stock handlers, supervisors as well as many
specialists, such as pharmacists and bakers
...
Head office provides the infrastructure to run Tesco efficiently
...
Tesco aims to ensure all roles work together to drive its business objectives
...
To do this, it has a structured process for recruitment and selection to
attract applicants for both Workforce planning
...
Its distribution depots require people skilled in stock management and
logistics
...
Roles here
include human resources, legal services, property management, marketing,
accounting and information technology
...
It
needs to ensure it has the right number of people in the right jobs at the right
time
...
Work Force Planning :
Workforce planning is the process of analysing an organisation's likely future
needs for people in terms of numbers, skills and locations
...
It is vital for a company like Tesco to plan ahead
...
Positions Become Available Because:
Jobs are created as the company opens new stores in the UK and expands
internationally
vacancies arise as employees leave the company when they retire or resign or
get promotion to other positions within Tesco
new types of jobs can be created as the company changes its processes and
technology
Tesco uses a workforce planning table to establish the likely demand for new
staff
...
In 2008/09, for example, Tesco calculates that to support its business growth
there will be a demand for around 4,000 new managers
...
There are
quarterly reviews in May, August and November, so Tesco can adjust staffing
levels and recruit where necessary
...
Tesco seeks to fill many vacancies from within the company
...
Tesco practises what it calls 'talent planning'
...
Through an annual appraisal scheme, individuals can apply for 'bigger' jobs
...
Their manager sets out the technical skills, competencies and
behaviours necessary for these roles, what training this will require and how
long it will take the person to be ready to do the job
...
Job Descriptions And Person Specifications
An important element in workforce planning is to have clear job descriptions
and person specifications
...
A person specification sets out the skills, characteristics and attributes that a
person needs to do a particular job
...
They help job applicants and post-holders to know what is
expected of them
...
As they are sent
to anyone applying for jobs, they should:
Contain enough information to attract suitable people act as a checking device
to make sure that applicants with the right skills are chosen for interview set
the targets and standards for job performance
...
Tesco's organisational structure has
the customer at the top
...
There are six work levels within the organisation
...
Each level requires particular skills and behaviours
...
Various in-store
tasks, such as filling shelves with stock
...
Work level 2 - Leading a team of employees who deal directly with customers
...
Requires management skills,
including planning, target setting and reporting
...
Requires good knowledge of the business, the skills to analyse information and
to make decisions, and the ability to lead others
...
Requires
the ability to lead and direct others, and to make major decisions
...
Responsibility for Tesco”s performance
...
Tesco has a seven-part framework that describes the key skills and behaviours
for each job at every level in the company
...
Attracting And Recruiting
Recruitment involves attracting the right standard of applicants to apply for
vacancies
...
The process varies
depending on the job available
...
This is a process
that lists current employees looking for a move, either at the same level or on
promotion
...
External recruitment :
For external recruitment, Tesco advertises vacancies via the Tesco website
www
...
com or through vacancy boards in stores
...
The chosen applicants have an interview
followed by attendance at an assessment centre for the final stage of the
selection process
...
The store prepares a waiting list of
people applying in this way and calls them in as jobs become available
...
Through its website and offline media
2
...
By placing advertisements on Google or in magazines such as The
Appointment Journal
...
It is expensive to advertise on television and radio, and in some
magazines, but sometimes this is necessary to ensure the right type of people
get to learn about the vacancies
...
By accessing the Tesco website, an applicant
can find out about local jobs, management posts and head office positions
...
Selection :
Selection involves choosing the most suitable people from those that apply for
a vacancy, whilst keeping to employment laws and regulations
...
This ensures that
those selected for interview have the best fit with the job requirements
...
The CV summarises the candidate's
education and job history to date
...
Screening : The company also provides a 'job type match' tool on its careers
web page
...
The process Tesco uses to select external management candidates has several
stages
...
The
assessment centres take place in store and are run by managers
...
Applicants are given various
exercises, including team-working activities or problem-solving exercises
...
Candidates approved by the internal assessment centres then have an
interview
...
OBJECTIVE
To understand the current Recruitment Policies being followed at “TESCO
COMPANY” conducted this study and to know how effectively it is being
TESCO COMPANY”
requirements of the organization
...
organization
...
primary
...
LIMITATIONS:
accuracy of the study is based on the information given by the
respondents
...
cy has
its limitations
RECOMMENDATION
The outcome of the study illustrates that Tesco has a good recruitment policy
where the employees are recruited by each department as per the
requirement from time to time
...
The following are some of the suggestion which enables
the company to enhance its recruitment methodology
...
This enables the company to recruit the brightest and the best
manpower for the jobs
...
SUGGESTIONS
o H
...
o Stress should be given on proper maintenance of database of application for
future recruitment in the organization
...
o The stress should be given on knowledge and the experience should be the
major criteria for selection of employees
...
The employees are quite satisfied with the
current recruitment methods
...
The planning of the manpower
requirement is being don’t in the light of the business plans of the company
appointing fresh graduates and technologists, to set a competitive so as to face
the competitive world
...
Conclusion
Workforce planning is vital if a business is to meet its future demands for staff
...
Tesco is a major international company with many job opportunities, including
management, graduate, school leaver and apprentice posts
...
Tesco has clear organisational structures, detailed job descriptions and person
specifications
...
This means it can manage its
changing demand for staff