Recruitment and Selection of Talented Staff (Tesco) Dissertation

Recruitment and Selection of Talented supply (Tesco) - Dissertation ExampleTesco, one of the largest retailers and largest private employer in the UK, have lost market share and confederation reputation in recent times due to high employee turnover. They expect to add 20,000 UK but it is non known to what extent they have a structured enlisting and choice process. With the aim to evaluate if retailers organise the recruitment and selection of talent with their corporate strategy, three research objectives were stated. The study concludes that Tesco has not given revolve about to employee recruitment and retention in their corporate strategy. Their corporate strategy focuses on brand building as they have been suffering from an adverse brand image. While Tesco is proactive in the recruitment process they do not employ informal methods of recruitment. Corporate strategies reflect long-term workforce strategy and direct the recruitment and selection policy but this has not found to be valid in the case of Tesco. adroit recommendations have been made which would help Tesco reduce employee turnover. Employee recruitment has been the focus of research by many scholars and at that place has been an increase in the variety of recruitment topics (Breaugh, 2008) thereby suggesting that recruitment is a critical function of the HRM. Esbjerg, burgeon forth and Grunert (2010) are of the opinion that human resources management (HRM) practices of retailers has not been the focus of researchers although larger retailers face several challenges in managing the work force. The success of the organizations depends upon their ability to tap into the talent and skills of their employees. This requires a holistic undertake to recruitment and the selection process. Human resources are now considered valuable capital, valuable assets that should be motivated and retained in the organization. However, this implies that the recruitment and selection of the right people with t he right skills in the right position would make the difference among success and failure of an organization (HRMID 2005). Recruitment is no more based on the traditional approach of personnel management. It has undergone tremendous changes due to globalization,