Page 156 - DMGT553_RETAIL_STORE_MANAGEMENT

Unit 8: HR in Operations

Notes
Through an annual appraisal scheme, individuals can apply for ‘bigger’ jobs. Employees
identify roles in which they would like to develop their careers with Tesco. Their manager
sets out the technical skills, competencies and behaviours necessary for these roles, what
training this will require and how long it will take the person to be ready to do the job.
This helps Tesco to achieve its business objectives and employees to achieve their personal
and career objectives.
Job Descriptions and Person Specifications

An important element in workforce planning is to have clear job descriptions and person
specifications. A job description sets out:

the title of the job
to whom the job holder is responsible
for whom the job holder is responsible

a simple description of roles and responsibilities
A person specification sets out the skills, characteristics and attributes that a person needs
to do a particular job.

Together, job descriptions and person specifications provide the basis for job advertisements.
They help job applicants and post-holders to know what is expected of them. At Tesco
these documents are combined. As they are sent to anyone applying for jobs, they should:
contain enough information to attract suitable people

act as a checking device to make sure that applicants with the right skills are chosen
for interview

set the targets and standards for job performance

Job descriptions and person specifications show how a job-holder fits into the Tesco
business. They help Tesco to recruit the right people. They also provide a benchmark for
each job in terms of responsibilities and skills. These help managers to assess if staff is
carrying out jobs to the appropriate standards.

Contd....

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