How can Recruitment and Selection procedure effect Sainsburys

Background to the Study

Research Topic: How can Recruitment and Selection procedure effect Sainsburys to increase its performance and market share in the retail sector?

This research is basically based on finding out how the Recruitment and Selection procedure of the Sainsbury which is a giant in retail sector of UK market can help to increase its performance and market share in the retail sector.

One approach of the staffing of organizational roles is to recruit a pool of people who are likely to have the qualification required and to select from among them those who will be most likely to perform well in the jobs. It is often desirable to subject candidates to various tests or to observe them systematically in order to make it more likely that the candidates with the best qualification are picked. The process of recruiting candidates and of selecting from among of them, those likely to be of the great use to the organization, because effective recruitment and selection procedure can bring enormous benefits to the organization.

Effective recruitment and selection procedure will enable to bring the advantages to organization such as obtain optimum uses of skills of employees, Easy to train, Retain competent employees, Brining new ideas to the organization, provide valuable information about competitor strategies, and so on. And at the same time ineffective recruitment and selection procedure can cause for damages to the organization such as wastage of time and cost, could bring resentment among internal candidates, directly effect to performance of the organization through poor individual performances, higher cost for training employees and so on.

Accordingly this particular research study focuses on how the recruitment and selection procedure of Sainsbury can help to increase the performance and its market share.

About the Organization http://upload.wikimedia.org/wikipedia/commons/thumb/9/9d/J_Sainsbury_HQ_1.jpg/220px-J_Sainsbury_HQ_1.jpg

J Sainsbury HQ in Holborn CircusJ. Sainsbury plc is the mother company of Sainsbury’s Supermarkets Ltd, and it is commonly known as Sainsbury’s. It is the third largest chain of supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.3%.

The group’s head office is in the Sainsbury’s Store Support Centre in Holborn Circus, City of London. Sainsbury’s was founded in 1869 by John James Sainsbury and his wife Mary Ann. In 1995, Tesco overtook Sainsbury’s to become the market leader, and Asda became the second largest in 2003, downgrading Sainsbury’s into third place.

Sainsbury’s at present functions 872 hypermarkets, supermarkets and convenience stores. This can divide into 537 supermarkets and 335 convenience stores. It also operates Sainsbury’s Bank, which put up for sale financial services, and is a joint venture with HBOS; Sainsbury’s online internet shopping services; and has a property portfolio worth £8.6 billion (as of March 2007).

Objectives of the Study

To clearly understand what is recruitment and selection

To study the theories & concepts of recruitment and selection procedure

To study the effect of recruitment and selection procedure on the organization

To find out how the recruitment and selection procedure can effect to increase performance and market share.

Research Question and Justification

It can be argued that selection and engineering approach rest on certain assumptions about people which are communicated to new employees of the organization through the practice of recruitment, selection and job placement. Some of these assumption reject certain emotional and social needs which can employees brings with him, leaving him in the situation of having to find satisfaction either in informational organization or if this is impossible, outside the organization, the consequence is that he becomes either alienated from the organization or passively resistant to it. This is not to say that selection methods of organization should therefore be abolished and replaced by other methods which may be less efficient. The organizations should recognize the consequences of their own approaches and practices, and decide whether to use them partly on the basis of their willingness to accept these consequences.

So ineffective recruitment and selection procedure, will long last with the unsuccessful performance of the organization and as well as unsuccessful personal achievements of the employee too. That is the main reason for selecting this research area for the study as it is very critical area in the organizational environment, because employees are the only live resource of the organization. All the other resources like material will depreciate with the usage but only the human resource which not depreciated with the usage but it will result to enhance the performance with the experience. So the very first decision on that resource and the method of that selection will be decided at the process of recruitment and selection procedure.

Scope and Limitations of the Study

The effect of recruitment and selection procedure on an organization can study in many ways as taking number of organizations and study their recruitment and selection procedures. And also it can be done by taking one particular organization and study the evaluation of the recruitment and selection procedure over a time and changes in the effect of that.

In this research considering with the time limitation and the magnitude to study the selection was done by taking only one organization i.e. Sainsbury retail sector organization and study the recruitment and selection procedure of it. And at the same time effect of recruitment and selection procedure on the organization may vary in different areas as to the profit, training cost and so on. In this research the study will limit to the two areas of effect on organizational performance and for the increase of the market share.

Literature Review

This focuses on three main areas as define what is recruitment and selection, Theories, concepts and methods of recruitment and selection, effect of recruitment and selection procedure for organizational performance.

Define what Recruitment is

One definition of recruitment is that “It is the process of seeking and attracting a pool of qualified candidates for vacancies to be filled.

Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.

Flippo’s definition on recruitment is that “It is a procedure of penetrating for potential workers and motivating and cheering them to apply for occupations in an association.”

Source: http://www.articlesbase .com/ college- and- university – article /class -notes -human-resource- management- 872443.html#ixzz18kcjdSFL

The magnitude of an organization’s recruiting effort depends on the HR planning process and recruitment of specific jobs that are to be filled. If the forecasted human resource requirements exceed the net human resources requirement organization must actively recruit employees.

Define what Selection Procedure is

Selection is a process that identifies and employs the best qualified individuals for suitable posting. It is vital to select quality personnel for an organization as human resource could contribute to the success or failure of an organization.”

Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.

“The foremost purpose of a selection procedure is that to decide that a candidate has the requirement for a particular job, and afterward to decide the candidate who is mainly possible to execute better in with the purpose of occupation. The whole procedure of selection starts with a preliminary programming dialogue and ended with a concluding employment choice.”

Source: http:// www. articlesbase. com /college -and- university- articles/ class- notes- human-resource -management- 872443.html#ixzz18kfl6DW3

Accordingly we can understand that it involves in decision making on both employee and applicant. Organizations make an offer while applicant evaluates and decides to accept or not. Decision making becomes one sided when job market is tight.

E.g. Several candidates for one job post – organization decides on best applicant.

Applicant is highly qualified and in demand – Applicant makes the decision.

Theories and Concepts of Recruitment Processes

The process of recruitment will depend on the source of recruitment. However there are four main steps in involved in recruitment as follows.

Develop job description and job specification

Recruitment decision (Source of recruitment)

Selection of an appropriate method

Evaluate recruitment

Sources of Recruitment

Internal Sources – This refers to an organization policy in finding employees from within the organization to fill vacant positions. In this regard organization should have a good idea of its employee’s strengths and weaknesses. Performance evaluation could serve as a guideline to identify employees with potential for promotion. Tools that can be used for internal recruitments are skill inventory, recommendations by managers, Performance appraisals.

Main advantages of this method are effect for high employee morale, availability of data and easier for selection, low cost/time consumed, easy to train, optimum use of skills/expertise and able to retain competent employees. Main disadvantage of this method are lack of new ideas, basis of promotions, may effect to other employees.

External Sources – Organizations are provided a whole range of candidates for selection when recruited from external sources. External recruiting is primarily done in organizations which grow rapidly and have a demand for technical, skilled or managerial employees.

Main advantages of this method are result to bring new ideas to the organization, provide valuable information about competitor strategies, able to select candidates with divers, skills, expertise and experience, Lower cost of training, if trained employees are recruited and so on. And at the same time there are disadvantages like it will be a expensive process, orientation process take time, could bring in resentment among internal candidates, lack of reliable information may lead to making a wrong choice through a mistake.

Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.

Methods of Recruitment

Job advertising – Placing advertisements in newspapers, journals, trade and professional magazines, This is a crucial part of the recruitment process. This should be done on the basis of job description and job analysis.

Campus Recruitment – Under this method a team of people sent to campus for initial interviews and after the interview promising candidates are invited for future interviews. This method is generally coordinated by the campus.

Employment Agencies – Companies will provide their recruitment details to their agencies and entire process will be done by them. They assist both employer and candidates.

Informal Methods – These are informal methods such as person referred by employees, walk in interviews, poaching and so on.

However the effectiveness of the recruitment programme will be depend on the factors such as no inquiries received, number of applications received, type and quality of candidates, time duration, cost incurred and so on.

Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.

Other types of methods recruitment can be identified as follows. The probable employing processes can be separated into 3 types:

a. Direct – In this type, firms’ appointment colleges and scientific schools, e.g. the TATA Group, Accentor, IBM, Siemens and some of other firms keep continuous connection by means of establishments to employ students for accountable arrangements.

b. Indirect – This engages promotion in paper, radio, television, magazines etc. publicity can be very efficient if its medium is appropriately selected.

c. Third sector involvement methods – This comprise make use of business or personal service agencies, assignment administrator of schools, employment firms etc. associates and relations of at hand workers are also a fine foundation from which workforce may be drained as division of the “playmate transfer” programs

Source: http:// www. articlesbase. com / college -and- university-articles/ class -notes -human -resource -management -872443.html#ixzz18l5Itk6l

Theories and Concepts of Selection Processes

Steps in Selection Process

Following is a commonly use and comprehensively covered selection process.

Review of Applications – The process of selecting the most prospective applications for employment.

Preliminary Interview – The selection process often begins with the preliminary interview. The purpose of initial screening of applicants is to eliminate those who obviously do not meet the requirement.

Selection Test – A selection test is usually used to assess an application’s qualifications and potentials. It is often used when recruiting management trainees, secretaries etc.

Subsequent Interview – Most organizations have a minimum of two or three interviews and the final selection is done at the second or the final interview.

Comprehensive Interview – This is used to find more about applicant. Clarification and elaboration of information obtained at previous interviews. Usually conduct by the manager under whom the vacancy exists.

Medical examinations and personal reference checks – A pre-appointment medical examination is a requirement in certain organizations, candidates have to proof fit for employment. Personal references and checks is a way of gaining an additional insight to the information provided by the applicant and also to verify the accuracy of the information provided.

Selection Decision

After obtaining and evaluating the information about the finalists in the job selecting process, the manager’s next step is to make the actual hiring decision. The person who usually makes the final decision is the manager who is responsible for the performance of new employees.

Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.

This is focused on another criterion for both of recruitment and selection.

Develop Criteria – The organizational roles or jobs to be filled must be adequately described to whoever is responsible for selection and actual performance on the job must in some, may be measurable.

Determine predictor variables – The candidate must be observed on some variables which are presumed to be good predictors of performance on the criteria.

Obtain sufficient candidates to insure adequate variation on the predictor variables – In order to determine whether the selection procedure is any improvement over pure chance or whatever method previously been used it is necessary to obtain candidates who rate both high and low in the predictor.

Hire an unselected group candidate – They should be hired without consideration on their scores on the predictor variable.

Rate candidates on actual job performance – These ratings must be obtained in order to correlate them with predictor variables scores.

Correlate scores or observations on the predictor variables with criterion performance in the unselected group of candidates.

Select from among further candidates only those who reach a certain score on the predictor variables – Once a correlation has been established, it is possible to improve the accuracy of selection by using only candidates with scores similar to those of the unselected population who actually did well in the job.

In this same method they have introduced that the methods which have proven to be helpful in assessing the variable are indicated in parentheses.

Biographical information and work history (Application blank, interviews)

Intellectual level and aptitude (tests, job samples)

Specific areas of knowledge or specific skills (tests, job samples)

Attitude and Interests (tests, Application blank, interviews)

Motivation, personality, temperament (test, interviews)

Effect of Recruitment and Selection on organizational Performance

Premeditated combination of staffing practices and their effect on performance

The incorporation of Human Resource Management and industry policy is potential by the in shape of human capital through diversity of Human Resource Management exercises together with staffing and assortment in conformity with the industry requirements (Legge 1995).

Therefore, there is a put main concern for firms to have staffing and assortment deliberately incorporated with business strategies. The most known obstruction in be short of staffing and assortment deliberately putting together with commerce usually rotate around issues of deprived preparation and manage, consequential in impractical timelines, unrevealed troubles, deprived harmonization and a be short of of supervising and organizing. Attaining strategic incorporation of staffing and assortment with industry plan is a pleasing achievement that needed for decision of these common obstacles. (Ashok C., Bansal T., Rupal C. 2010).

Recruitment and selection for the organizational competitiveness

Muhammad A. K. (2010) says that Recruitment and selection first and foremost aims at attracting maximum amount of highly talented applicants and selecting the best to achieve competitiveness. The process involves intensive efforts by management to make sure implementation continuing success through organizational strategy. Cisco (2006) argued that without excellent induction, the implementation of organizational strategy may fluctuate. Effective selection system based on contemporary and need-based tests is essential to affect desirable selection. Considerable resources are needed to ensure the effectiveness of these selection tests. Pfeffer (1995) argued that greatest resource should be devoted to develop top- quality selection system.

Recruitment and Selection to achieve organizational goals and objectives

Recruitment and selection strategies stream down eventually from the organization’s task and planned. Community science professionals dispute that from side to side the incorporation with industry policy, staffing and assortment assist to realize planned goals and improve organizational performance (Becker & Gerhard 1996, Yondt, 1996, Lewis 2003).

Methodology of the Study

The methodology of this research study can be divided into several sections.

1st Step – Literature Review

The first section of the research study deals with the literature review on several aspects, firstly it finds out various articles, definitions, different studies to exactly define what is recruitment and selection. Then the literature review finds out theories & concepts of recruitment and selection procedure. And also it is intended to finding out what are the recruitment and selection methods which are using in the business environment too.

2nd Step – Case Study

After clarify above two from the literature, above broad review of literature has been carried out to identify recruitment and selection procedure, the second section of the study deals with the selected case study organization, in that firstly its studies whether there is a affect of the recruitment and selection procedure can effect to increase performance and market share. To continue with that questioners survey was conducted among the factory workers and the direct interview method was conducted with the line managers and as well as with the HR Manager, apart from that organizational secondary information such as performance reports, annual reports were studied for further analysis.

3rd Step – Analysis and Findings

The main aim of this particular step is to analyse the secondary and primary data to identify how the recruitment and selection procedure can effect to increase performance and market share.

4th Step – Recommendation & Conclusion

The main aim of this particular step is to make recommendations based on the analysis and findings. So in the recommendation stage the main consideration was given to make suggestions to overcome from constrains of present recruitment and selection procedure and methods to improve to attract and retain competent employees.

Conclusion

This dissertation proposal is focused on the topic of “How Recruitment and Selection procedure effect Sainsbury can’s to increase its performance and market share in the retail sector?”

Having consideration on that this research is basically based on finding out how the Recruitment and Selection procedure of the Sainsbury can help to increase its performance and market share in the retail sector. Sainsbury is the third largest chain of supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.3%.

Main Objectives of the study is that to clearly understand what is recruitment and selection, to study the theories & concepts of recruitment and selection procedure, to study the effect of recruitment and selection procedure on the organization, to find out how the recruitment and selection procedure can effect to increase performance and market share.

Accordingly this proposal report is focused on providing background to the study including research objectives, research problem, and scope and limitation of the research, methodology of study. Apart from that it is considered about the literature review of the study which focuses on three main areas as define what is recruitment and selection, Theories, concepts and methods of recruitment and selection, effect of recruitment and selection procedure for organizational performance.