Tesco Case Study

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Besides that, people who are interested in store based jobs with Tesco can approach stores with their CV or just register through Jobcentre Plus. The store then prepares a waiting list of people applying in this way and calls them in as jobs become available.

For harder to fill or more specialized job, Tesco will advertises externally through its website and offline media, television and radio and by placing advertisement on Google or in magazines. Tesco will choose the most cost effective way of attracting right applicants. Although it is quite expensive to advertise on television, radio and magazines but sometimes it need to be done in order to ensure the right type of people get to learn about vacancies.

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By assessing Tesco website, an applicant can find out more about local jobs, management posts and head office position. They can submit the application form online directly through the website. Tesco makes it easy for applicants to find out about available jobs and has a simple application process.

Tesco uses a workforce planning table to establish likely demand for new staffs include both managerial and non-managerial position. This planning process runs each year. There are quarterly reviews in May, August and November in order for Tesco can adjust staffing level and recruit where necessary. This will lead to the sufficient time and flexibility for Tesco to meet its strategic objectives. Tesco practices ‘talent planning’ to encourage people to work their way through and up the organization. Through an annual appraisal scheme, individuals can apply for ‘bigger’ jobs. By that employees can identify roles in which they would like to develop their careers with Tesco. Tesco can achieve its business objectives and employees to achieve their personal and career objectives because manager will sets out technical skill, competencies and behaviour necessary for the roles and also what training and how long it takes for the person to be ready for the job.

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Question 2

Describe how job descriptions and person specification are helpful in the selection process? What other purposes might a job description be used for?

Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy cannot be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard

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Figure 2: Job description and job specification

Job descriptions set out the title of the job, to whom and for whom the job holder is responsible and a simple description of roles and responsibilities. Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent.

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It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it.

The main purpose of job description is to collect job-related data in order to advertise for a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job. It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed to do if selected for that particular job opening. It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job. It also clarifies who will report to whom.

A person specification or known as a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. In short, a person specification sets out the skills, characteristics and attributes that a person needs to do a particular job.

The purpose of job specification is to help candidates analyze whether are eligible to apply for a particular job vacancy or not. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. It helps in selecting the most appropriate candidate for a particular job.

In this case study, job description and job specification helps Tesco to recruit the right people with right skills for the right job. For other purposes, job description might be used for human resource planning which is to identify skills required for the job.

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It is also used to compare current skills with future needs. Besides that, Tesco also used job description for recruitment and selection. In training and development, Tesco used job description to determine the training objective and training content. Besides, in induction programme, job description is used to inform employee about their job responsibilities. Moreover, job description is also used in performance evaluation, wage and salary administration. Last but not least, in safety and health, the purposes of job description are to identify job related hazards and to take job hazards prevention actions.

At Tesco these documents are combined:

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Job descriptions and person specifications show how a job-holder fits into the Tesco business. They help Tesco to recruit the right people. They also provide a benchmark for each job in terms of responsibilities and skills. These help managers to assess if staff is carrying out jobs to the