Explain the role and relevance of human resource planning in own organisation

Assignment Brief

Managing recruitment

TASK

The purpose of this unit is to develop understanding and ability to manage recruitment as required by a practising or potential middle manager.

Understand human resource planning in an organisation Provide an account of human resource planning practices to explain the role and relevance of human resource planning in own organisation. You are then required to assess and make a judgement on the impact of legal requirements on human resource planning in the organisation and theimpact of organisational policies and procedures on human resource planning in the organisation.

Explain the role and relevance of human resource planning in own organisation (8 marks) Assess the impact of legal requirements on human resource planning in the organisation (16 marks) Assess the impact of organisational policies and procedures on human resource planning in the organisation (16 marks)

Be able to plan and implement recruitment in line with legal and organisational requirements Describe the principal features of the recruitment process in your organisation from the identification of a vacancy through to the appointment of the successful candidate. You are then required to present a rationale to justify a need for recruitment in own area of responsibility and to implement the full recruitment process, ensuring that all procedures are followed correctly and appropriately and that necessary records are kept in line with legal and organisational requirements at each stage of the process.

Describe the recruitment process in own organisation from the identification of a vacancy through to the appointment of the successful candidate (8 marks) Justify a need for recruitment in own area of responsibility (12 marks) Implement the recruitment process in own area of responsibility, ensuring all procedures are followed and necessary records are kept in line with legal and organisational requirements (40 marks)

Sample Answer

Managing Recruitment at Tesco PLC

Introduction

Recruitment is one of the most critical functions within human resource management, ensuring that the right people are hired to achieve an organisation’s goals. For large organisations such as Tesco PLC, which employs thousands across its UK and global operations, managing recruitment effectively is central to maintaining productivity, customer service standards, and long-term business success. This essay analyses human resource planning practices at Tesco, explores the impact of legal and organisational requirements, and provides a detailed overview of the recruitment process from vacancy identification to appointment. It also justifies the need for recruitment within a specific business area and evaluates the implementation of the process in line with both legal and policy requirements.

Understanding Human Resource Planning in Tesco

The Role and Relevance of Human Resource Planning

Human resource planning (HRP) at Tesco ensures that the company has the right number of employees with the right skills in the right places at the right time. The process begins with forecasting future workforce needs based on sales trends, seasonal fluctuations, and business expansion. For example, Tesco’s HR team plans additional staffing needs ahead of the Christmas period when customer demand peaks. This proactive approach reduces the risk of understaffing and ensures continuity in service delivery.

HRP is also vital in identifying skill gaps. Tesco uses workforce analytics and performance data to determine which departments require training or new recruitment. For instance, with the increasing digitalisation of retail, Tesco has invested in hiring data analysts and e-commerce specialists. The relevance of HRP here lies in aligning workforce capability with strategic objectives, ensuring that recruitment and talent management support Tesco’s evolving business model.

Impact of Legal Requirements on HR Planning

Legal compliance significantly shapes Tesco’s HR planning process. Employment laws such as the Equality Act 2010, Employment Rights Act 1996, and Working Time Regulations 1998 require HR teams to plan staffing in ways that avoid discrimination, ensure fair treatment, and protect employee welfare. For example, Tesco must ensure equal opportunity during recruitment by advertising roles publicly and assessing candidates based on merit rather than protected characteristics such as gender, ethnicity, or disability.

Furthermore, health and safety laws, notably the Health and Safety at Work Act 1974, influence workforce planning in high-risk departments such as logistics and warehouse operations. Tesco must plan adequate training and staffing levels to reduce workplace hazards. Additionally, right-to-work checks under immigration legislation require HR to verify documentation before employment begins, ensuring all hires are legally eligible to work in the UK. Failure to comply could result in fines or reputational damage, making legal awareness an integral part of HRP.

Impact of Organisational Policies and Procedures on HR Planning

Tesco’s internal policies are designed to ensure consistency, fairness, and strategic alignment across its HR practices. The company’s Diversity and Inclusion Policy promotes recruitment from varied backgrounds to reflect its customer base, directly influencing HR planning by encouraging diversity targets within hiring plans. Similarly, Tesco’s Talent Management Framework encourages internal promotion, meaning HR must plan for succession by identifying and developing potential leaders internally before seeking external candidates.

Another key influence comes from Tesco’s Workforce Planning Policy, which requires managers to justify new hires through data-driven reasoning such as turnover analysis and workload metrics. This ensures recruitment decisions are financially sound and strategically necessary. These organisational policies integrate HR planning with Tesco’s overall corporate strategy, ensuring workforce stability, compliance, and sustainability.

Planning and Implementing Recruitment

The Recruitment Process at Tesco

Tesco’s recruitment process follows a structured and legally compliant model, beginning with the identification of a vacancy. Vacancies may arise from expansion, employee turnover, or internal promotion. Once a need is identified, the line manager submits a requisition form to HR, outlining the job title, department, and justification for the role.

Next, HR prepares a job description and person specification that clearly define responsibilities, skills, and qualifications. The vacancy is then advertised on Tesco’s career portal and other job platforms, ensuring transparency and equal access. Candidates apply online, and applications are screened automatically through applicant tracking systems (ATS) to ensure fairness and efficiency. Shortlisted candidates are then invited to interviews or assessment centres, depending on the level of the role.

Once the successful candidate is selected, Tesco conducts background checks, references, and right-to-work verification. A formal offer letter and contract of employment are then issued. The process concludes with onboarding and induction, ensuring that new hires understand company policies, culture, and expectations. Throughout each stage, all documentation is recorded in accordance with data protection legislation under the UK GDPR (2018).

Justifying the Need for Recruitment

Within Tesco’s online grocery fulfilment centres, the need for recruitment is ongoing due to increasing consumer demand for online shopping. As digital retail expands, additional warehouse staff and delivery drivers are required to maintain service efficiency and customer satisfaction. Recruitment in this area is justified not only by operational demand but also by the need to support business growth and innovation. Without adequate staffing, delivery delays and service quality issues could harm Tesco’s reputation and profitability.

Recruiting for this area also supports the company’s broader digital transformation strategy. By hiring individuals with digital logistics experience, Tesco strengthens its operational resilience and adaptability in a competitive market dominated by e-commerce giants like Amazon. Therefore, recruitment in this area directly supports both short-term operational efficiency and long-term strategic goals.

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