Application Forms - Tesco handle application forms on the Internet on
their site 'www.tesco.co.uk', using the 'PeopleBank Select' system.
Here any application form for any positions at Tesco can be found.
Each would have different requirements depending on what the job being
applied for is. To apply for a particular job, all that has to be done
is to complete the PeopleBank online CV, plus answer specific
questions for Tesco. This in turn would then be submitted and stored
on their database and in return a receipt would be sent to the
applicants email address notifying them that it has been received.
Filling in the application form in this way has its advantage as its
cheaper application forms do not have to be printed or posted to the
applicants who wanted to apply for a particular job. Its quicker as
completed forms are stored on the database and can therefore make it
easier to find certain applicants application forms in order to refer
to them when required, plus they can be dealt with straight away
without having to wait. Having forms available to only fill online
show the employers that the applicants can use a computer or has
computer skill, which may be useful depending on the job being applied
However there are disadvantages. Some applicants may not have access
to the Internet, making it difficult to complete and submit the
application form. Some may decide to go to an Internet Café; however
filling the forms may take a long time, as applicants may need to
flick back and forward to make amendments resulting in...
... middle of paper ...
advertised in a broadsheet newspaper and a clerical/manual work can be
advertised in job centres for example.
3. Tesco should make sure they know what is required of the job before
shortlisting is taken place as applicant who may have the requirements
may not be part of the applicants who are shortlisted or the opposite.
4. Tesco should place more interviewers so that more applicants can be
interviewed and so shortlisted applicants can be dealt with in a
shorter period of time.
5. Tesco should assess applicants during the interview as it would
save time as both can be dealt with straight away/ at the same time.
Thus meaning Tesco should carry the test at the branch where the
interview is taking place which would save applicants from having to
travel to assessment centres on another day and would save time.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- * Introduction What is Human Resource Management. HRM is the management of the people who work in an organisation. Personnel Management as it was known previously dealt with welfare roles such administering the pay system, holidays and pension scheme, running the employees' medical service and organising social and sports facilities. Nowadays the job of managig people is regarded as being more complicated and wheras the personnel manager's main concern was centred on how to look after the employees and keep them as satisfied as possible.... [tags: Human Resources Essays]
971 words (2.8 pages)
A Comprehensive Overview and An Analytical Insight Into Human Resource Management at Barclays Bank Plc
- A Comprehensive Overview and An Analytical Insight Into Human Resource Management at Barclays Bank Plc Introduction ============ This report is being produced to fulfil the criteria required for unit 4 of the AVCE course in business. It gives a comprehensive overview and an analytical insight into human resource management at Barclays bank plc. The report particularly focuses on the possible conflict between Recruitment and Selection and Training and Development. At Barclays bank plc in view of current economic climate for banks of competition.... [tags: Papers]
2725 words (7.8 pages)
- Recruitment and Selection Strategies Recruitment and selection strategies is a subcategory of management described as strategic management. According to Nicole Long of the Demand Media, wrote an article published in the Houston Chronicle’s small business section that stated, the recruitment and selection of the right employee for each position can lead to the reduced costs, thus leading to an improved bottom line. The recruitment and selection of the right talent for an organization is pivotal to its success and comes at significant cost.... [tags: Recruitment, Employment]
1234 words (3.5 pages)
- 2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organization Recruitment: By the Task 2.2 comparison set forward, we can clearly state that ACI has five levels and UNILEVER has six levels of recruitment policy. 1. ACI holds a very good perspective for the initial stage of recruitment compared to UNILEVER. Mr. Biplop of ACI’s HRM goes through the man power that is required for the position help for ACI and then does the job analysis that is required. Job analysis is done through various stages.... [tags: Recruitment, Employment]
1565 words (4.5 pages)
- BEST PRACTICES IN SELECTION AND RECRUITMENT. For any establishment to ensure consistent growth or maintain above board performance with regard to its core mandate, it must ensure that it has sufficient man-power with not just the requisite skills but also the personal drive to help the organization achieve its goals. Only via effective recruitment practice can this be achieved. Best practices in selection and recruitment generally encompasses various crucial aspects such as effective; attraction of candidates, shortlisting, assessment, selection, induction and monitoring of the candidates.... [tags: Advertising, Employment, Recruitment]
1025 words (2.9 pages)
- The aim of recruitment and selection is to find employees who are willing and at the same time able to do their job in an effective manner. As said by Tylor and Collins (2000), the process of recruitment and selection is one of the most important parts of HR, critical for any organisation, getting this process right is something that takes time and also effort; it is not cheap but the consequences of poor choices can be detrimental for a organisations. The recruitment process attracts all the people who could possibly make a positive contribution for the company, moreover, recruitment practices build awareness of, and/or an initial attraction to, the organization among applicants who were pr... [tags: Recruitment, Employment, Personality psychology]
1108 words (3.2 pages)
- Assignment 1 - Recruitment & Selection. For this assignment I am going to start by looking at different types of recruitment processes and factors that affect these. Reasons why vacancies occur Vacancies occur because of many different reasons, for example an employee could leave due to retirement, contracts expiring, being fired or no longer desiring to do their job. Sickness or Maternity leave could also cause vacancies, when someone is off because they are ill or pregnant the business will need to find other people to cover their shifts, if they recruit internally they’d also need to hire someone to cover the person who is covering the worker who is off.... [tags: Recruitment, Employment, Job interview]
1485 words (4.2 pages)
- CHARAN TEJA CHUCHIKONDA STUDENT ID: 1251159 RECRUITMENT AND SELECTION-INDIVIDUAL The company that I worked previously is Accenture, which is an international managing consulting, technical service and business process outsourcing company. JOB DESCRIPTION Job specifications are one of the final results of a job evaluation. The job descriptions specifically state the works, customs and responsibilities of the job holder. It also gives information about the working conditions and work place practices.... [tags: Recruitment, Job description, Employment]
3055 words (8.7 pages)
- Effective recruitment interviewing It is essential in the first instance to outline our terms of reference. Specifically, what do we mean by effective recruitment interviewing. It can be posited that the effectiveness of an interview process lies in its ability to identify those candidates who most closely match the requirements of the post applied for. Innumerable recruitment decisions have been made on the basis of interpersonal chemistry between interviewer and candidate; some of these decisions will be successful, others will result in the failure of an unsuitable candidate.... [tags: Interviewing Strategy Human Resource Recruitment]
1701 words (4.9 pages)
- Recruitment & Selection One of the most important functions of an organization's Human Resources Department is the Recruitment and Selection of qualified employees. It is important that HR selects individuals with the skills and background that precisely match the requirements of their job opening. In putting the right applicant in the right positions, HR will ensure that the new employee will quickly attain full productivity and contribute to the success of the organization. In this organization there appears to be problem with placing an applicant in a position in a timely matter.... [tags: Management]
642 words (1.8 pages)