Tesco Job Analysis
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. This is a duty designated to the information resource manager of the company. He ensures that his team members safeguard all the materials up to the point when it will be required again. (Fogleman, 1999)
Screening and acknowledgement of application forms
After the
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. This is a duty designated to the information resource manager of the company. He ensures that his team members safeguard all the materials up to the point when it will be required again. (Fogleman, 1999)
Screening and acknowledgement of application forms
After the
References: Sarah, L. (2007): Human Resource Management: Employee Attraction and Selection Guide retrieved from: http://agpublications.tamu.edu/ accesed on 21st November. Schuler, R. (1998): Managing Human Resources; South Western College publishing. Ervin, B. (1999): Recruiting and hiring outstanding Staff; a journal by the Ohio State University. EL (2007): Selection process; retrieved from http://www.elinfonet.com/ ; accesed on 21st November Michael, R Jack, E. (2003): The Human Resources Program Evaluation Handbook; McMillan Publishers. Fine, Sidney A., Steven F. (1999): Functional job analysis: A foundation for human resources management. Erlbaum: Mahwah, NJ. Monk E., Wagner B., (2006): Concepts in Human Resource Planning, 2nd edition. Berkeley (2007): Guide to managing Human Resources retrieved from; http://hrweb.berkeley.edu, Accessed on 16th November 2007. Billikopf, G. (1998): Labor Management in Agriculture; a journal by the Cooperative Extension Service, University of California. Rosenberg, H. (1999): Labor Management Decisions; a journal by University of California Fogleman (1999): Employee Compensation and Job Satisfaction on Dairy Farms in the Northeast; Cornell University Publishers Cherrington, D. (1995): The Management of Human Resources; Prentice-Hall Press Mondy, R Nadler (1986): Managing Human Resource Development; Columbia University Press Adrian, W. (2005): Human Resource Management at work; London CIPD