Recruitment and selection are the processes of human resource management that are applied in organization for fulfilling its human resource needs. In this report, recruitment and selection processes adopted in Sainsbury and Tesco have been discussed and compared. This report also discusses the importance of recruitment and selection for the organizations. Only secondary data has been included in the report for the evaluation of its aims and objectives. Through company reports and articles, recruitment and selection processes in both organizations have been discussed and compared. The findings of the report suggest that recruitment and selection in both organizations has been developed in terms of a structured activity. At Tesco, internal and external sources of recruitment are used for fulfilling existing posts in the organization. It relies on internal sources more than on external sources. Television, radio, newspapers and internet ate preferred tools of recruitment by Tesco. It also allows candidates to drop their resume in stores for further selection process. On the other hand, Sainsbury relies on internal and external recruitment tools, equally. Internally, existing employees are assessed for promotions on higher levels in the organization. Through external sources, Sainsbury attracts suitable employees from website and assessed the suitable candidates through several tests and interviews. By comparing the recruitment and selection strategies of both organizations, it is found that Tesco has adopted costly and time consuming strategies. Moreover, its store recruitment strategy does not ensure selection of suitable candidates. On the other hand, Sainsbury is cost effective in its strategies but these strategies can be time consuming. It is recommended that Tesco needs to rely adopt cost effective mechanisms for recruitment and selection. On the other hand, Sainsbury need to shorten its time of final selection.
Table of Contents
Abstract
Introduction
Methods:
Recruitment and Selection in Tesco:
Recruitment and Selection at Sainsbury:
Conclusion
Recommendations
Project Goals & Core Themes
This report aims to evaluate and compare the recruitment and selection processes employed by the retail organizations Tesco and Sainsbury, identifying how these strategies influence organizational effectiveness and human resource management outcomes.
- Analysis of internal versus external recruitment strategies
- Comparative evaluation of selection methodologies and assessment techniques
- Assessment of cost-efficiency in recruitment channels
- Impact of recruitment on organizational performance and competitive advantage
Excerpt from the Book
Recruitment and Selection in Tesco
In 1919, Tesco was founded by Jack Cohen as a small company. Its first store was opened in 1929. Tesco has progressed gradually and taken the position of leaders in the retail sector of United Kingdom. At present, Tesco is the largest retail store in the United Kingdom with more than 2200 stores (Tesco, 2012). It operates in United Kingdom and many other countries across North America, Asia, and Europe. After Wal-Mart and Carrefour, it is the third largest store in the world in terms of revenues. Across the world, more than 5, 000, 00 employees have been working under Tesco (Tesco, 2012). Each year, several job openings are created by Tesco across the world. For instance, in 2011, more than 21000 job openings were created by Tesco across the world. All these employees are recruited and selected through several phases and strategies. Several sources of recruitment are used by Tesco for recruiting theses employees. In this section of report, recruitment and section strategies adopted by Tesco have been evaluated and discussed.
At Tesco, effective human resource management process is adopted for the achievement of organizational goals. Appropriate rules and regulations are followed in the organization for recruitment and selection of employees. Tesco has adopted structured and managed activities for attracting suitable candidates so that section process can be run on smooth basis. Recruitment process can be conducted through two sources i.e. internal and external. Tesco has adopted both types of sources for recruitment. On the basis of organizational need, appropriate process is selected in Tesco.
Summary of Chapters
Abstract: Provides an overview of the report, summarizing the comparative study of recruitment and selection strategies at Tesco and Sainsbury, including initial findings and recommendations.
Introduction: Outlines the importance of human resource management, defines the scope of recruitment and selection, and sets the specific aims and objectives of the project.
Methods: Describes the qualitative research approach and the reliance on secondary data sources, such as company reports and existing studies, to conduct the analysis.
Recruitment and Selection in Tesco: Details Tesco's organizational history and examines their dual approach to internal and external recruitment, including the use of store-based resume drops and online portals.
Recruitment and Selection at Sainsbury: Discusses Sainsbury's recruitment history, their internal talent program, and their highly structured, technology-driven external recruitment process.
Conclusion: Synthesizes the findings, highlighting the strengths and weaknesses of both organizations and emphasizing the strategic value of efficient recruitment.
Recommendations: Suggests practical improvements for both companies, focusing on cost-effectiveness for Tesco and process acceleration for Sainsbury.
Keywords
Human Resource Management, Recruitment, Selection, Tesco, Sainsbury, Internal Recruitment, External Recruitment, Talent Management, Retail Sector, Screening Process, Competitive Advantage, Organizational Goals, Job Openings, Assessment Centers, Human Capital
Frequently Asked Questions
What is the primary focus of this report?
This report focuses on analyzing and comparing the recruitment and selection processes within two major UK retail organizations: Tesco and Sainsbury.
What are the central themes of the research?
The central themes include the importance of hiring qualified staff, the comparison of internal versus external recruitment channels, and the strategic impact of these processes on organizational success.
What is the main objective of this study?
The primary objective is to evaluate the recruitment and selection strategies used by Tesco and Sainsbury to determine their efficiency and effectiveness in meeting organizational needs.
Which research methodology was utilized?
The study employs a qualitative research methodology, relying exclusively on secondary data collected from books, company reports, and relevant articles.
What is covered in the main body of the report?
The main body details the specific recruitment and selection practices of both retailers, examines their organizational context, and provides a comparative analysis of their strategies.
Which keywords best characterize this work?
Key terms include Human Resource Management, Recruitment, Selection, Tesco, Sainsbury, Internal Talent Programs, and Organizational Competitive Advantage.
How does Tesco’s approach to recruitment differ from Sainsbury’s?
Tesco uses a more diverse set of channels, including store-based resume drops and traditional media, whereas Sainsbury relies heavily on online platforms and strictly prohibits in-store resume dropping.
What specific recommendation is made for Tesco?
It is recommended that Tesco adopts more cost-effective recruitment mechanisms and avoids expensive traditional media like radio and television advertisements.
What is the primary critique regarding Sainsbury's recruitment?
The report suggests that Sainsbury's screening and assessment phase can be time-consuming, which may potentially lead to losing talented candidates to competitor organizations.
- Citation du texte
- Alex Cole (Auteur), 2012, How to manage human capital, Munich, GRIN Verlag, https://www.grin.com/document/212291
