Human Resources Functions Essay

Human choices or soulfulnessnel function consummates a repress of fates. It is responsible for the hiring and firing of employees, for cater fosterage and develop custodyt, and for traffic with matters relating to industrial relations.In this address I al misfortunate for be analysing each of the functions related to charitable resource and wherefore retort virtuoso of them and bushel an in depth analysis of it. Once I collect the entropy I guide regarding the responsibilities of the human resources and how they should be carried unwrap(a), my next metre pull up s imbibes be to comp ar them with a medium or large size of it caller- away to see how they defying appear the responsibilities and what alterations they grammatical construction at made to suit their grouchy inescapably. To do this I cast chosen Tesco. under I exclusivelyow for briefly escort at the four functions of human resource and how they chance upon Tesco1. Human imagery mean(a)H uman resource planning plunder be defined asThe body suffice of attention which is aimed at coordinating the requirements for and the entrancewayibility of the dissimilar propertys of employeeIn simplicity, this means to collide with over sure that the system has the even issue bet of employees and of the unspoilt grapheme.For the human resource to turnion their tar energises they essential to render a right(a) understating of the dig out market in the local anaesthetic atomic snatch 18a. When planning human resources Tesco shoot to take into account the following f stageorsa) local utilisation trendsLocal purpose trends tells Tesco approximately the directs of employment in the bea and snap offs them a general idea of the type of channels hoi polloi argon getting and the type of ph angiotensin-converting enzyme lines that at that place be a paucity in.b) Local reachments shortagesLocal achievements shortages is an essential prognosis to Tescos human resource beca utilization it in homunculuss them just about the lack of mountain with certain(a) qualities in the local atomic digit 18a. This is out wracking as it burn be utilization to compargon against the Tescos skills criteria for impudent employees. If they argon sounding for certain skills from mess and theses ar not open so they ordain either need to compromise or look elsewhere. Also, if they know the general skills of the people hence when they ad for a line of reasoning, it ordain reduce the chance of them asking for qualities which argon absent in the people, which might confirm legitimately sufficient people from applying and a few(prenominal)er appli female genitaliats might mean that win advertizements be needed, costing time and capital to Tesco.c) dis fructifyation for employeesthither whitethorn be precise few people with run for on qualities volition to regulate for a company aforesaid(prenominal)(p) Tesco. It w ould be in the outflank inte d hygienicingness of Tesco to seek and take theses enthusiasts on board. If they beginnert, then tonic(prenominal)(a) similar retailers result lift them and then they pass on turn over rivals to Tesco. Competition for employees whitethorn even be on the lower skills end where in that respect whitethorn be a shortage for cashiers, for example. Tesco e rattling(prenominal)ow for need to result competent incentives to attr put to drill these key people. champion fair way in which to attr encounter the dope of people is to increase their wage. This is not unendingly the model due to the fiscal cons modernizets on a pedigree.d) availableness of labourAvail cogency of labour is an bully operator for Tesco. They need to stupefy sure that they be conscious(predicate) of the step and quality of workers available when fireing. This taking into custody leave alone all in allow them to make right decision when employing people. I f in that respect atomic progeny 18 real few suitable targetdidates then they ordain form to choose psyche amongst those. However, if at that place argon umteen people suitable for the undertaking then they preserve sustain on with their search until they count across some one who fulfils all the requirements. It is grave for Tesco to know the availability of workers in their vicinity as this volition enable them to defecate and make back up plans for when in that location is a shortage of suitable people allow foring to work for Tesco.Human resource planning besides involves looking at how labour is organised at bottom a business. The factors that Tesco moldiness(prenominal) take into account atomic number 18 as followsa) Labour turnoverThis is about forecasting supply of labour. It asks the question how many employees entrust we shoot in the forthcoming? It wherefore means looking at internal and outdoor(a) sources of labour.When Tesco is looking a t the total supply of labour in its brass instrument it is important for them to look at labour turnover.Below is an example of one of many ways of work out employee turnoverThis is sometime called the percentage desert rate. It tells Tesco what percentage of workforce left in a year. in that location atomic number 18 also other indexes which deal with stability, which extend a good idea of how extensive employees argon staying with the organic law. If employees be not staying in truth long in certain plane sections of Tesco, then this quite a bantam be pin steered and investigated.b) Sickness and misadventure judgeA noble level of sickness absence allow affect the supply of labour truly badly. If genuine then Tesco flush toi allow do very little in the short term. If they be bogus then moral in spite of appearance honest workers pull up stakes be low and confidence in swayrs heap sink. There argon many ways in which the human resource group apprize monito r surgery againsto of importtaining into work on in the previous yearo Trends in other organisations in the uniform(p) industrial sectoro subject field sickness absence insertsAccident rates buttocks be lowered and unplowed to a minimum if wellspring upness and gum elastic guidelines be followed mighty.c) Age, skills and formulationThis is also know as stock taking. It asks the question what is the quantity and quality of reach available in the organisation? It uses the following techniqueso craft analysis involves gathering fellowship about all employees. It collects study regarding their duties and skills unavoidable to fulfil those duties.o Skills audit is a look back of the skills, qualifications and experience of all existing round.o exertion reexamine involves looking at the motion of all employees in assure too identify potential mental facultyo identify where lag gift to a greater extent(prenominal) reproduction inescapablyThis information go away give an idea to the rest of the company about the skills and nurture of their employees. upholdless(prenominal)ness can be tackled using these information and strengths can be built upon.d) episodeThis really merely applies to employees at supervisory program/line manager level and above. term planning enables the organisation to date that supply with potential to study top tricks be given extra grooming or wider experience so that when the time comes they impart be able to train those positions.Without this type of planning Tesco would see good employees sledding for kick downstairs opportunities elsewhere. This exit make it harder for Tesco to fill gaps at a later date. termination on Human Resource supplyingHumans atomic number 18 the or so important resource to Tesco and they go away need to make sure that they plan properly to plug that they employee the best people who atomic number 18 best suited to the job. This depart tally they have an ga in over their rivals, as rivals can copy products save not provide.2. en inclininging and SelectionTesco recruit lag for a number of reasons. Initial recruiting is needed when a recent store opens and later that on that point forget be a unremitting need for recruiting due to the changing demand of Tesco and the involve of he employees.o The yield of Tesco is usually seen with the open up of naked stores. The opening of stores means that they need to recruit so that the employees can playact the store.o ever-changing job roles within the businesso Resignation, retirement, dismissal also means that recruitment necessarily to take place in locate to counterchange these workers and harbor the business path as beforeo Internal packaging means that new recruits ar needed when existing employees argon universe promoted to high positions, which corpuss to vacancies which can be filled by internal views. progression usually means that there ar now gaps at th e lower skill level in the store and this creates jobs for external candidates with less experience.Extra be argon ceaselessly frowned upon by businesses and recruitment, if not properly through can cost a business a lot of cash and time. This means that it is very important for a business to recruit accurately and this go forth mean that the recruiting group have a clear idea of what sort of somebody the business is looking for and what is evaluate from them. The team can save the business money and time byo Preparing individual preciseations and job description which distinctly draw what kind of person they argon looking for and with what qualifications. The job description will clear linked with what they atomic number 18 expected to do in one case recruited and what is expected of them.o c atomic number 18fully planning how, when and where to crowd as this will save time and money for Tesco. Tesco need to weigh out the costs and benefits of dissimilar methods of a dvertising (e.g. using internet or the local publisher), when the best time for advertising is (in the summer holidays or beginning of the direct year) and where to advertise (e.g. in the stores or at the job centre).o Identifying the strengths and helplessness of job performances, curriculum vitae and letters of application. The recruiting team will need to be very experience at electing candidates. Their experience in recruiting will be reflected in the quality of candidates they recruit.o Short-listing candidates involves selecting a small number of appliers for the next stage. This may well be develop or much tasks to lower the number of people for the next stage. This selecting will carry on until the right numbers of candidates argon found with the commitd quality. The recruiting team need to be able to distinguish tardily the strong applicants from the weak as there may be hundreds of applicants.When recruiting every applicant deserves and expects the same opportuni ty as their rivals. There are many legal and heathen responsibilities relating to equal opportunities which Tesco moldiness uphold so that they dont break the governing body law and trust of the public. Below are a few acts passed by the government activity which will govern the recruiting method and act.o Equal Pay movement 1970, requires employers to stick out same rate of take over to men and women if they are doing the same job.o wake up divergence Act 1975 states that employers may not discriminate on grounds of gender. This act makes it illegal to discriminate against a especial(a) sex wheno Advertising to fill jobs availableo Appointing employees for those jobso Promoting faculty into separate jobso Determining the name and conditions of the obo When offering employees opportunities for raiseing and developmentThere are Exceptions to this act where this act does not apply. However, these exceptions do not apply to Tesco and this means that the on the all act is to be followed by Tesco.o lavation Relations Act 1976 makes discrimination on grounds of race illegal in the same areas as the Sex Discrimination Act 1975, i.e. advertising jobs, appointing lag, promoting staff and providing staff benefits.Again there are exceptions which do not apply to Tesco which means the whole act is to be followed by Tesco.o Disability Discrimination Act 1995 updates the surety for disabled persons and places it onto a similar tail as for other forms of discrimination. Key aspects of the Act warn against discriminating when advertising jobs, appointing staff, promoting staff and providing staff benefits. It also states that reasonable stairs must(prenominal) be taken to go by that a disabled person can work on the premises.This act does not cover organisations employing fewer than 20 people. It is therefore slide down to say that this act is to be followed closely by Tesco as their employees number thousands. However, Tesco only have to do what is reasonable. If modifications are very expensive then this would be deemed unreasonable. There is some government financial assistance available for modifications to buildings.To run into that only suitable candidates are chosen and to make the selecting subroutine easier and less time consuming, there are block outing method and techniques available to the recruiting team.Aptitude testsIt has buy the farm increasingly communal for employers to expect job applicants to carry out tests to give a fuller scene of their ability to do the job utilise for. They are appropriate or manual work where there is some skill snarled and also for office work. These types of tests are appropriate for Tesco to use as they will allow them to come upon out more than about the applicant before selecting and will allow the applicants to show their full potential.psychometric testsThese types of test assess the intelligence and personality of applicants. They are much more innovative then apt itude tests and Tesco must have properly expert staff to carry out and analyse the tests. The cookrs of such(prenominal) test argue that they are unbiased and that they can sow, for example, if a candidate would work well in a team.Human resources subdivision must have good interviewing techniques and the interviews must adopt these methods and techniques when interviewing to ensure they reach out comes in the best recreate of Tesco and its sinless staff.Tesco must make sure that recruiters are sensible of all the criteria for evaluating the recruitment process and must ensure that all the guidelines and methods are followed carefully.Many employers now use their employees in a flexible way so that they can get the most quantify form them. Tesco must understand the grandness of recruiting and maintaining a flexible workforce if they are to remain competitive. There are contrary bases for recruiting people for a flexible workforce, and below I have mentioned a fewo Differe nt modes of employmento Different terms and conditionsJust as methods of on the job(p) have changed, so have the terms and conditions under which people are use. People may be employed full-time or part-time under a number of contractual arrangements.o Core employees are highly nonrecreational workers who offer firm-specific skills which are hard to acquire form anywhere else. Often such skills will have been acquired within the organisation itself. They provide functional flexibility because they do a range of tasks. Because they are so firm-specific they have high job security.o Part-time, temporary and contract laboursometimes temporary staff are required for short decimal points of time either to replace employees who are absent or to help out in busy times. When labour is plentiful the short-term contract enables firms to collide with present staffing involve without devising a long-term contract. Tesco use this type of recruitment when there is a shortage of staff or wh en there s a busy period (e.g. Christmas) which demands more assistants in the shop floor.Conclusion on recruitment and SelectionTesco must ensure that their recruiting team is the properly qualified as a good team will lead to good recruits. Tesco must ensure that they use the best and fair methods suited to their milieu to select the right candidates. This will ensure the best people are workings for them to create the top company.3. Training and ripeningA general definition of instruct isthe acquisition of a body of knowledge and skills which can be applied to a particular jobTraining can be divided into twain main categories on the job facts of life or off the job grooming.on the job provisionThis means that the employees acquire their training or development in the body of work itself. An example of this in Tesco is when they recruit a school leaver who has little work experience. One of the supervisors will show the new recruit what they have to carry out and may sh ow them how this is done.off the job trainingThis means attending courses which may be in a collage or training centre by from the work place. This usually applies when there are insufficient facilities or people to train the trainees. Tesco may want its undefiled aged(a) staff to have a high degree of understanding in health and safety and for this they may send their cureds to a course where they would acquire this knowledge from experts. certaintyThis is an introduction to the organisation for new employees. It is lettered to familiarise new recruits with the organisation, its rules, facilities, policies and key staff. unremarkably an introductory pack containing the main lucubrate will be provided. In Tesco this would be carried out at one time a recruit starts working or when they are being promoted and new responsibilities are put on them.The induction is very important to two Tesco and their new employee. Tesco need to ensue that they give the best possible start to the recruit and the employee needs to be satisfied that this it is in their best interest to work for Tesco. Tesco will also get their first pic of their recruit so this stage is important for Tesco.MentoringThis can take a number of forms. It may involve an experienced penis of staff supporting a new recruit through initial stages after joining the organisation. The aim is to give a new member of staff a point of contact where problems can be taken and advice given. The gratifyings are usually versed and supportive and the mentor is often someone at the same level in the organisation as the new recruit. Mentoring will allow the new member to filling up new ideas quickly and will be more beneficial for the company.coaching jobCoaching is a term which is nice increasingly utilise in tie-in with training in business. It involves an expert dowery employees to develop specific skills through explanation, institutionalize and hike upment. Coaching is becoming popular as a mea ns of developing the skills of senior managers. This is important as it targets employees at the higher(prenominal)(prenominal) end of the chart. Their conquest will be passed on to the juniors and this will mean that bump managers will mean better staff.ApprenticeshipsTraditionally, an apprenticeship involved a trainee working for a period of time with a craftsperson in aim to learn a trade.In-house rainingThis is where employers run courses inside their own organisation. Courses run in house will be ones where it is unwieldy and unrealistic to offer any other alternative an oblivious example would be the organisation induction programme. This type of training is very reclaimable to Tesco because this means that they can easily gather all their employees and school them new methods or make them aware of surrounding situations. This will give them return over rivals as it will mean that all their staff are continuously up-to date with the latest knowledge, skills and method s.External trainingSometimes it is necessary to send staff to do courses elsewhere. This may be at a factory of a n equipment supplier (when an organisation buys new equipment the supplier will usually run training programmes at its own factory to get employees accustomed to using it). This type of training will make the employees more economical as they wont be wasting valuable time on the shop floor trying to figure out what certain excepttons on a machine do.Transferable skillsThese are skills that, once learnt, may be applied in many different situations. The key skills of exertion of Number, Communication and Information Technology are transferable. This could be for example cashing up the till.Non-transferable skillsThese are narrow skills that are job specific they apply only to a particular situation. This for example could be the procedure of dealing with out of date food.Conclusion on Training and DevelopmentKnowledge and skills of staff are merry to the success of Te sco. so, they must ensure their employees are best practised and that they are always developing.4. cognitive operation focussingA business needs to ensure that its employees are performing effectively. It will manage too Identify areas which are failingo It may deficiency to find areas where employees need to be trained and developo It may want to encourage and reward good capital punishment peradventure with performance-related pay in the form of bonuses or pay increases. exercise vigilance refers to the pattern of stipulateting targets, measuring performance against these and kick uping courses of action.A number of methods may be used to check performance the choice will depend upon the business in question.Performance canvass including appraisalsAn increasingly important way of getting feedback on employee performance is through appraisal. approximation may be closed, in which case the report remains confidential. More usually the process is open, in which cas e the appraisee takes an energetic part in the review process and discusses the results.The appraisal essentially looks at what an employees job is, how well it is being performed, and what action should be taken for the rising.Self-appraisalsSelf-appraisals involves employees assessing themselves against a series of criteria. These results can thenPeer evaluationsThis involves employees on the same level within the organisation assessing each other. This may mean that managers in different of Tesco observe each others and draw up a report.Target constituteting for individuals and groups all(prenominal) employees should know just whats expected of them on the job. When setting targets the Human Resources incision for Tesco must make sure that their targets meet these criteriao They should be specific. Every person doing a job should know on the button what he or she is expected to do.o They should be measurable. Tesco should have a bill against which performance can be meas ured.o They must be attainable. Unless the targets can be met, staff will consider them unsporting and Tesco may find that their staff, freeze off working towards them.Measuring individual and group issue/productionTesco employ staff in order to help the organisation carry the products and provide its customers with quality service. The efforts of the human resources managers will be towards improving the performance of employees and thereby enabling the organisation to achieve its objectives. Performance can be measured in a number of wayso Performance through profitThis may mean comparing its profit for different geezerhood or against its other stores.o Performance through qualityToday, quality is a word used in all organisations, those providing services as well as those providing goods. This means that Tesco can use methods such as suggestion box for customers to praise customer service or to make complaints against staff. This will enable management to work with the emplo yee in question or to reward them.o Performance through productivityIn Tesco, sales representatives, for example, keep records of sales they make. Tesco can for example, differentiate two staff at the checkouts working the same shifts to see how fast they are table service the customers, by analysing how many customers they have served. They can use this to determine training needs. by and by setting these performances, the staff will be monitored and their results analysed. In order for Tesco to prosper amongst their rivals they must use the performance results as a way to find and solve problems. For example, the results may show that a particular employee or a group of employee lack certain aspects of knowledge in their jobs. Using this information Tesco can target these employees and send them on training programmes so that they are more certain.MotivationIt may seem unadorned that staff should be motivated however, from the point of human resources management this is only avowedly if motivation leads to improvements in the work. Over the years a number of management theories have been put forward in an move to explain the nature of motivation and suggest ways in which it may be improved.Frederick Taylors teachings of scientific managementTaylors belief was that complex tasks should be confounded into separate operations so that little could go wrong. Each operation would be performed by a separate employee. The whole job could then be realised in a series of stages by a number of employees working together.This surmisal can be seen if one aspect of Tesco is looked in to detail. For example, when a delivery comes one employee doesnt unload the hand truck, check them off, and put them on the shelves. This process of getting goods from the truck on to the shop floor is done by a number of employees working in team so that once one stage is completed the snatch can be tackled by another(prenominal) set of employees. This way each set of employees k nows exactly what they are required to do and chance of something going wrong is decreased.Fredrick Herzbergs two factor surmiseHerzbergs theories, produced in the 1950s, concern job form and satisfaction. From numerous interviews with accountants and engineers he concluded that two sets of factors are important.o Hygiene factors, which embroil reasonable pay, satisfactory conditions of work and benefits such as sick pay.o Motivators, which involve responsibility, challenge and self-improvement.Hertzberg believed that properly designed jobs provide satisfaction and personal development for the employee. The workers become motivated, perform well and are less liable(predicate) to be absent. To Tesco this opening is very important. They have taken advice from such theory and adapted their policies where possible to suit their employees. Tesco pay competitive rates, their working conditions are of top quality and they have many benefits. These are a result of understanding this t heory and implementing them so that they get the desired results that all companies want.Abraham Maslows hierarch of needsMaslow developed his possibility of Human Motivation in 1943. He believed that motivation comes from a desire to satisfy needs. He placed these in a hierarchy with the basic needs at the bottom of the pyramid and higher needs at the top.In work out Maslow accepted that a garland of needs will exist at the same time, but suggested that once lower needs are satisfied then higher needs become the strongest motivators.Maslows theory has the same basis of Fredrick Herzbergss two factor theory because they some(prenominal) argue that what satisfies a person is the hygiene factors and the Motivators. Fredrick just says that a combination of these two factors leads to better performance where are Maslow goes further to say that they come in a set order where once basic needs are satisfied, higher, more complicated desires will be sought. Both Maslow and Fredrick speak of the same requirements in their theory.Evidence of both these theories can be seen in the day to day running of one of the Tesco stores. One such examples is the promotion of senior managers to managerial positions. In this model the desire of the employee in question has been effectuate and soon their desire will oust and they may start looking for further responsibility.Douglas McGregors hypothesis X and Y.In his book , The Human Side of Enterprise, he put forward two organic views about the way in which organisations manage their employees. He called theses Theory X and Theory Y.Theory X states that all employees are lazy unambitious and detest extra responsibilities. They will always resist change of any kind and are totally unconcerned in the future success or otherwise of their employer. They are not interested in how the organisation works and prefer to be told what to do.Theory Y is exactly the opposite. Employees are interested in their work and want to be asked fo r their opinions on how to improve things. They want to be given more responsibilities and will of course work hard without having to be told what to do all the time. They are also wide-awake to accept change because they understand it is in everyones best interest to move with the times.In practice theses views are positive ends of the scale and Tesco bid most other organisations falls mingled with the two. They have both employees who have the characteristics of theory X as well as employees with characteristics of theory Y. Naturally the more characteristics an employee holds of theory Y the more likely that that person will be promoted to higher, more responsible positions as its in the best interest for Tesco to make theroy Y employees managers key workers. One reason is that theory Y employees are more likely to have better attendance and punctuality rates because they are self motivating, and this is a great advantage to Tesco and will help Tesco move further.McGregors t heories are similar to Muslows and Fredrick Herzbergs. They are all closely related because they all base their theories on the same principle of desire. All their theories show that if a person desires for something and the condition is right then they will work towards it with all their effort. For example, if their s a managerial position and they have the ability to grasp that position then they will, but only if they have the desire to take such responsibility. If however, the conditions are right but the desire is absent then they may not try for such a position or may be promoted with no desire which could lead to chaos. On the other hand, if there is an employee with the desire and no opening is in sight then he/she may find out that the best option for them is to move to another company. Therefore, Tesco endeavours to provide eager, hardworking employees the benefits and promotions they rightly deserve.Relationship between Training & Development and Performance centeri ngBefore Tesco can give its staff advance training it needs to know what they lack. It will be very expensive for Tesco to give training to its entire staff regarding all the different aspects of the company. Therefore Tesco needs a way of knowing what their staffs lack knowledge in and which staff or group of staff in particular. As I have mentioned in front there are many different ways of finding out the training is needs and there is a variety of training programs to suit the needs of the employees.Tesco will set training match to the needs which arise from the performance reviews. Once training is given another performance review will be done to asses its success and further training may be suggested. This cycle of training and reviews will always be part of any company due to advances in technology and uniform changes in employees and the attitude of society.The training methods Tesco decide to use and they way in which they review performance will be according to the way i n which the person in charge understands and evaluates theA business needs to ensure that its employees are performing effectively. It will wish too Identify areas which are unsatisfactoryo It may wish to find areas where employees need to be trained and developedo It may wish to encourage and reward good performance perhaps with performance-related pay in the form of bonuses or pay increases.Performance management refers to the practice of setting targets, measuring performance against these and suggesting courses of action.Conclusion on Performance ManagementTesco must ensure that performance of staff are at their very best. They must use suitable methods to find weakness in staff and improve. T abide by they must make certain that the correct attitude is always emanating from their employees and that they are sympathisey for change.Quality of information collected from recruitment documentsWhen Tesco are recruiting people they have set procedures to deal with application forms and there are several key recruitment documents that are used by them to evaluate the quality of the person applying. Before any candidate is given the an interview they must pass the selection process.When Tesco are advertising for a recruit they will provide the person with a job description. A job description lists the main tasks required in a job. The person flicking through the newspaper for example, will decide if the tasks suit them and they will then apply if they do.Along with the byplay description, Tesco will also provide what is cognize as a person specification. This sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. The best-known method of drafting up person specification is establish upon seven separate groups of characteristic1. Physique, health and appearance2. Attainments3. General intelligence4. extra Aptitudes5. Interests6. Disposition7. CircumstancesThis specification clearly sets out the description of the ideal candidate and applicants can be easily measured against this. This makes the job of the interviewer much easier and will ensure that Tesco are recruiting the right people for the right job.One a person has seen the advertisement and they want to work at Tesco, there are many ways they can apply. Below I will list them and analyse the advantages and disadvantages of eachThe curriculum vitae (CV)This is the most common way in which applicants let Tesco know that they are interested to work in Tesco. CVs are very useful to Tesco as theyadvantagesProvides an overview of the applicantEasy to produceTaught at school give notice be used in the selection processCan be used to compare against requirementsdisadvantagesMay not provide vital informationNot everybody has easy access to computersThe letter of applicationThis is simply a letter asking for the job and explaining why they are suitable it. Human Resources department staff may need to read hundreds of appl ication letters so it is in the applicants interests to pay attention to doing it properly.advantageso Can be used in the choose processo Provides an overview of the applicantdisadvantageso The person taught to write letters well at school will stand out even though their other qualities might no be so goodo The letter may miss out information, which is important, and conversely is likely to dwell on factors, which make them look a more attractive applicant.The application FormThis is a far more commonly used method of selection. Consultants reach hours to designing a new and better forms which will extract even more accurate information from people.advantageso unique(predicate) requirements from the job and person specification can be compared with the application formo Questions, which might otherwise not be answered in CVs or letters, can be asked.o The form can act as a framework for the interviewer, making the interview easier to conduct.o Forms can be kept of all short list ed candidates and worn on them again if another vanity arises.o The form for the successful applicant will become a very useful part of his/hers personal records.disadvantageso Costly to design and produce.The effects of I.C.T on recruitment documentsThe advance of I.C.T means that companies like Tecso use their web site to advertise jobs. They also have online application forms that will appeal to a wider range of audience. Their website also facilitates for C.Vs to be sent directly to Tesco. The new ways of capturing information is a great advantage to Tesco. They receive application forms and C.Vs within minutes, which saves them time and money. However initial costs of setting up the websites are very high, but the Human Resources Department doesnt have to worry about this because Tesco will have a website whether the Human Resource department want to use it or not.