• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores expansion programme. These positions were as follows: sales executive, store manager,

Extracts from this document...

Introduction

Introduction The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores' expansion programme. These positions were as follows: sales executive, store manager, assistant store manager, clerk and two cleaners. The recruitment and selection was done following a number of procedures that were accompanied by letters used to inform candidates about their performance. (Sarah, 2007) Reception of application forms Cover letters and application forms are necessary for this process and must contain information about one's qualifications. The cover letter is written manually and candidates must include all the information necessary from the job descriptions and must have at least the minimum qualification. Those who do not posses the specified qualifications in their applications are elliminated while those who posses them are invited for further examination. Subject matter content in the cover letter is analysed by an expert to further sieve candidates -applicants must potray honest information. Contact information will be obtained from these very applications. Information included in the application letter must be detailed relating directly to the position and only those who send their letters within due time are to be considered hence late entrants will be automatically disqualified. The application letter is taken to the store after it has been received by the human resource manager. Securing the application form Tesco industries complies with the data protection Act of 1988 and 2003 which states that information must be protected from harm, loss or any other damages by placing them in a secure location. ...read more.

Middle

However, their applications are held on file for a period of one year. Letters are sent to these candidates informing them of this decision. A detail of this letter is contained in appendix 2. These candidate's applications are not reviewed as was the case for candidates belonging to the second category. (Berkeley, 2007) Assessment of candidates This process involves a number of selection processes. These are; a performance exam, a panel interview then a selection interview. The selection interview is the most important as it determines which candidate has qualified for the job and is administered last. All these selection processes are done on the same day. (Rosenberg, 1999) In Tesco, the process of employee selection involves choosing the ideal candidate for the job from all the qualified short listed candidates. Some important features which Tesco uses while selecting include; Performance exams are always job related Candidates are asked to make a presentation to assess the elements that are hard to test through an interview Psychometric selection test are administered by a trained person Candidates are informed that the tests are similar for all the persons and the topics for presentation are not in favor of any candidate. Performance Exam The performance exam is conducted in order to determine whether candidates are able to do tasks related to the job. Notices are then given to applicants who passed through the first round. The exam is conducted by store managers from other stores in the country. ...read more.

Conclusion

The letter's details are in found on the appendix (appendix 4). This letter normally gives details about the position offered to the applicant. In addition, Tesco leaves a contact number which the qualified applicant can use to arrange a convenient starting date. A letter is also sent out to candidates who did not qualify but showed potential. These are the candidates who got an average rating of slightly over fifty percent. These candidates are the ones called 'qualified'. Their interview notes are kept on file for a period of one year. These candidates are reviewed after six months and they will become the first choice if a vacant position arises in the store. (Michael, 2002) All this information is mentioned in the letter. (See appendix 5) Lastly, letters are sent to the least qualified candidates. These are the candidates who got a rating of less than fifty percent from the selection interview. The letter informs candidates about their rejection. Rejection letters are kept on file for a period of one year. Their interview notes are also kept on file for a period of one year. (Cherrington, 1995) Conclusion Tesco Ireland dedicates a lot of time and resources inorder to; ensure that they are fair to candidates, seal any loopholes and ensure that the company gets well qualified personell. The assesment process must be free of bias and should provide a suitable ground for choosing the right candidate. This is the reason why a combination of many methods is used by Tesco i.e. panel interview, selection interview and performance exam. The disadvantages of one method of selection are compensated by the advantages in another. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our International Baccalaureate Business Studies section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related International Baccalaureate Business Studies essays

  1. HRM - how Marks and Spencer motivate their staff.

    present but would not in themselves actually motivate employees to work harder (Hygiene factors) Motivators are more concerned with the actual job itself. For instance how interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion.

  2. Accounting terms Revision notes.

    There are 3 main types of costs, these are: fixed costs, variable costs, and semi-variable costs: Fixed costs: Costs that don't change over a period of time and don't vary with output. E.g. salaries, rent, tax, insurance, heating and lighting.

  1. The quality and performance of manager determine the organization success as well. A effective ...

    Though the degree of each skill necessary at different level of an organization may vary, all manager must process skills in each of these important areas to perform effectively. (Daft,2003) Good managerial skills Pedler et al (1986) suggest of the basis of extensive research that there are some qualities or

  2. Leadership styles and analysis of my leadership skills.

    of time, the trust level, type of delegated tasks, information of the task, internal conflict, external influence (law of the land), the different stress level etc, depending on those forces, an effective leader must be able to combine or practice other type of leadership style to govern his or her followers properly.

  1. Advance Professional Development

    Scholarships and Apprenticeship all the above three stated companies provide their employees opportunity to get further qualification in their respective fields, these organisation provide them scholarships for the expenses of their studies and also provide the facility of apprenticeship to newly graduates to became ready for the acquiring good job placements.

  2. Internal Assesment

    I have done my internal assessment project on a new developed shopping center called Palladium. Palladium is a shopping center aims to create a shopping and socializing area to its customers in a calm, tranquil and fun atmosphere. My research question focuses on "Since the world is effected from the

  1. Organisational Behaviour (in short called as OB) is concerned with the study of the ...

    Transformational leadership - This is when the leader inspires the people who they are leading. The leader has to motivate people and make them realize that they can achieve things and relate to their own personal life. A transformational leader usually cares about the people that they are leading and

  2. Ford Company Analysis - corporate structure and financial analysis

    Realized annual return in 2011: Average returns for 2008, 2009, 2010 and 2011: We computed monthly returns (2007-2010) using historical stock prices at interactive chart on Yahoo Finance website. Dividends were 0 R = Pt+1-Pt/Pt R2008 = -0.59 R2009 = 2.06 R2010 = 2.34 R2011= -0.249 Average return 2008-2012: =

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work