Analyse how the management of human, physical and technological resources can improve the short and long term performance of an organisation.
An organisation needs human resources (HR) as its essential due to the fact its covers recruitment and retention. The reason why recruitment is so important is that businesses such as Tesco need the people with the right skills to do their jobs. If Tesco let’s say are recruiting a new floor manager they will only employ individuals with specific skills and criteria this may also be based upon experience, so they will test people applying with unique strategies. It may be hard for Tesco to acquire this member of staff so they advertise the job role using promotion such as newspapers, in store, posters and online. It is critical for any business to find suitable staff to work within the organisation as without the right individuals its unlikely good business decisions will be made. Most of the recruitment processes these days are based online there are many advantages gained when businesses use this, as a business will receive the information from an applicant instantly. Another advantage would be that the business can also collect data from the website based upon how many people are actually clicking on the website to view the job, thus meaning they can assess whether or not the recruitment methods used have been effective and whether they as a company should continue.
Recruitment and Retention
Tesco is the biggest private sector employer in the UK. The company has more than 360,000 Employees worldwide. In the UK, Tesco stores range from small local Tesco Express sites to Larger Extra establishments, around 86% of all sales are from the UK. Because Tesco is constantly growing and becoming a much more popular franchise they need to employ people on a regular basis and there are always going to need employees. In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers. For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.com or through vacancy boards in stores. The process varies depending on the job available. Tesco will look for the most cost effective way to recruit employees, but sometimes it’s necessary to advertise using expensive methods such as television and certain magazines. This is so they attract the right people for the job and when advertising for let’s say a managerial role they will have more chance of finding people with experience and qualifications. Retention is extremely important. When recruiting staff businesses need to ensure the current employee is happy and doesn’t want to leave. Businesses can lose loads of money every year recruiting employees and when they leave they then have to pay for more staff training to replace jobs. There are ways businesses cut e.g. extensive research on retention. This may lead to other employees beginning to get fed up with hours they have to do as there is a lack of employees, on the other hand some may take this for granted due to the current lack of jobs in the UK worker may be looking to work longer hours. Some businesses use measurements to calculate the duration employees are going to be with the business and set targets to keep figures of employment at a moderate level. Businesses will also calculate staffs overturn which is staff leaving during a year is then calculated as a percentage with the number of staff employed that year.
Suitably skilled staff
Every organisation goes through specific systems and criteria processes to ensure the staff employees are suitable and skilled. But having suitably skilled staff doesn’t generally mean recruiting new employees, but in fact involves the updating of specific training for current employees. This is vital for organisations as going through recruitment processes can take time, more importantly can be relatively expensive. It is...