Human Resource Management Importance Of Motivation And Appraisal

3111 words - 13 pages

Using examples,(hypothetical or otherwise)illustrate the importance of employee motivation and appraisal as part of the planning for a major company involving and implementing change in their workforce, with reference to classical and scientific schools of management.


Contents

Table of Contents
1.0 Introdution……………………………………………………………………………………………………2

2.0 Recruitment………………………………………………………………………………………………….2

3.0 Selection……………………………………………………………………………………………………….4

4.0 Motivation……………………………………………………………………………………………………5

5.1 Taylor’s scientific motivation theory………………………………………………………………………………………………6

5.2 Maslow’s hierarchy of ...view middle of the document...

Business organization was seen not as impersonal formal structures but as social systems in which psychological and emotional factors have a significance influence on the productivity. Good human relationships, employee consultations, democratic leadership, motivated employee and work group or team have been played important role in influencing performance.

1.0 Introduction
Tesco has been Britain’s largest retailer with over 2,200 stores. It has been also the world’s third largest grocery retailer and has diversified into banking, insurance and other areas. Tesco has expanded through providing other retail services and by adapting to the needs of consumers. As the company has grown so its workforce has been increased. Tesco now has approximately 280,000 employees in the UK and over 460,000 worldwide. To serve its widening markets it needs flexible and well-trained staff. It recognises that better knowledge, skills and job satisfaction of employees are all vital to its continued growth. That is why it recruits new employees time to time.

2.0 Recruitment
Recruitment has been the process of identifying the need for a new employee, defining the job, attracting candidates and selecting those best suited for the job for Tesco. Tesco has been great place to work for people because Tesco believes giving everyone respect and equal opportunities .Tesco needs people (human resources) who have following virtues:

Tesco needs staff in across a wide range of both store-based and non-store jobs:
• In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers.
• Its distribution depots require people skilled in stock management and logistics.
• Head office provides the infrastructure to run Tesco efficiently. Roles here include human resources, legal services, property management, marketing, and accounting and information technology.

Tesco aims to employ people who reflect the diverse nature of society and value people and one’s contribution, irrespective of age, sex, disability, sexual orientation, race, color, religion or ethnic origin. Tesco also try and make sure everyone can work in a way that suits one’s circumstances. Tesco supports flexible working, offering part-time roles and encouraging job-sharing opportunities and shift swapping where possible.
Tesco seeks to fill many vacancies from within the company. It recognises the importance of motivating its staff to progress one’s career with the company. Tesco practises what it calls ‘talent planning’. This encourages people to work one’s way through and up the organisation. Recruitment comprises attracting the right standard of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the Job available. Tesco advertises the post internally on its intranet for two weeks. For external recruitment, Tesco advertises vacancies via the Tesco website www.tesco-careers.com or...

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