UNIVERSITI KUALA LUMPUR BUSINESS SCHOOL

BBA (Hons) IN ISLAMIC FINANCE

MANAGEMENT INFORMATION SYSTEMS
ME 20

PREPARED FOR: Madam Azlina binti Jaafar

GROUP MEMBERS

ID NUMBER

1. Siti Safiqah binti Shahri

62289113760

2. Siti Nazatul Shafira binti Misrom

62289113515

3. Siti Mastura binti Ismail

62289113908

4. Wan Maizatul Syarmiyza binti Miyor Abd 62289113666

Salim

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CONTENT
Content

Pages

Acknowledgment

Introduction

Question 1

5-9

Question 2

10

Question 3

10

Question 4

10-11

Conclusion

11

References

12

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ACKNOWLEGDMENT
Firstly, I would like to express heartfelt gratitude to Al-Mighty Allah SWT for
blessing us with strength and ability to prepare this assignment according to the time
required.
Secondly, special recognition is extended to Madam Azlina Binti Jaafar, our lecturer
of Management Information System subject, who integrated theory, policy, and practice into
directing the production of this assignment. She guided us through the whole process of
finishing this assignment and at the same time she provides us with much useful information
and also gives clear explanation to complete our assignment.
We also dedicate this acknowledgement that is given from our family, fellow
colleagues, course mates, and others in the form of valuable support. Thank you for the
assistance, information, advices, and everything given to us during making this assignment.
We appreciate their contribution so much.
In addition, special thank you to the members of group who have been together in
concerning and combining of tireless efforts, determinations, togetherness, and great
understanding during making this assignment. This assignment is small effort, mode and
design with the hope that it will give an unforgettable experience and knowledge to know the
system using in companies department.
Finally, a great thanks to everyone who is involved directly and indirectly in
contributing either inspirational or actual work with my assignment. Their contributions had
reduced my burden towards preparing this assignment.

Thank you.

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INTRODUCTION
Historically, Tesco first store was established in 1929 in Burnt Oak, Edgware in South
East London and by the early 1960, Tesco becomes a familiar name. The business then
prospered and grew because it provides groceries whereas the store provides fresh foods,
clothing and households goods.
Tesco Stores (Malaysia) Sdn. Bhd. was started on 29 Nov 2001, as a strategic alliance
with local conglomerate, Sime Darby Berhad of which holds 30% of total shares. Malaysia
was selected as the next market of entry because of its growing economy with political
stability, market size & GDP and its ability to grow. The first Tesco store in Malaysia was
officially opened in May 2002 in Puchong. The opening of Tesco changed the consumer
demand as well as brought new standards in retailing.
Currently, Tesco have been opened across the Peninsular of Malaysia and have
opened a new one in Jitra. Tesco Malaysia had open its stores at several places in Malaysia
such as This spurred both big and small retailers to be efficient and competitive with the end
result of benefiting Malaysian consumers.
Recently, there has been a significant increase in use of internet to recruit and select
people has grown too. It is the online recruitment have become an easy way to save costs and
valuable time of the firms as it is the objective of every firms. Tesco also use online
recruitment in employing and selecting employee to be part of the Tesco.

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QUESTION 1: Described the system. Identify the business processes. Describe the Input,
Process and Output of these systems.

Hiring Process in Tesco

Workforce Planning

Successful
Candidates
Invited to
Second
Interview

Vacancies
Advertisement

Successful
Candidates from
Screening Attend
Assessment Centre

Send Document

Successful
Candidates
Invited for
Interview

Screening
Applicants CVs

Choose the
Applicants

Successful Candidates
sent offer letter and
contract by email

Unsuccessful
candidates will
get the email

Figure 1

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Figure 1 shows the process of recruitment in Tesco. The process begins with the
workforce planning, followed by vacancies advertisement, send documents, screening
applicants CVs, choosing the applicants. Next, the chosen applicant will went to an interview.
Based on the interview, if the candidates failed the interview, the companys human resource
will inform them through email whereas the successful candidates will be furthering into
assessments centre where the responsible manager will evaluate them. Followed by second
interview and notifying the applicant offer letter by email.

Workforce planning

Process of analysing an organisations likely future needs of people in terms of

numbers, skills and locations. Allows the organisation to plan on how those needs can be
meet through recruitment and training. Vital for Tesco to plan ahead because the company is
growing and needs more employees on regular basis for both the food and non-food parts in
business. Uses workforce planning table to establish the likely demand for new staff.
The planning process runs each year. So, Tesco had sufficient time ti recruit staff
where necessary. It is also allows the company to meet its strategic objectives like opening
new stores and maintain the customer service standard.
Important element in planning a workforce is to have a clear job descriptions and
person specification. Job descriptions can be the title of the job, to whom the job holder is
responsible, for whom the job holder is responsible and a simple description of roles and
responsibilities. While person qualifications, could be their skills, characteristics and the
person attributes where he/she needs to do a particular job.

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Vacancies Advertisement

After Tesco finished their workforce planning, they will post the vacancy of job in
Tesco website and other social medias such as twitter, Facebook etc. The advertisement will
include the job specification that needed in Tesco or in other words, vacancy available in
Tesco such as cashier, manager and more. It is also include the requirement needed for an
employee.

Send Document

In this process, the applicant will see the advertisement and apply the job through
online recruitment in Tesco website. Online recruitment saves time to hire because with the
help of this systems, Tesco has attained the status of just in time hire process. This systems
helps in ease the recruitment and selection process. This online applications helps Tesco in
saves cost of recruitment and administration recruitments.
Applicant will send their documents such as CVs through Tescos website. This is
where the systems will starts the process. Before they applied for jobs, Tesco website had this
systems called

Screening Applicant CVs

This steps will starts the selections whereas choosing the most suitable person from
those that apply for a vacancy whilst keeping to employment laws and regulations. So,
screening candidates is a very important part in selection process because it is to ensure those
who selected for interview have the best fit for the job.
In the screening stages, Tesco selectors will look carefully in each of the applicants
CVs. The CVs is the summary of applicants education background, work history, skills etc.
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The CVs will then process and the selections of jobs that fit in for the candidates. Therefore,
a great CVs will be chosen and will continue for the next process.

Choose the applicant

Applicants whose passes the CVs will be chose by the Tesco hiring department.
Candidate been chosen because he/she had a qualifications that suitable for the job applied by
them.

Successful candidates invited for interview

Candidates that passes the screening, will be invited for interview where the Tesco
hiring department will notify them through emails. They will come to Tesco and get
interview by the interviewer. It could be about their educations background, skills, and
acknowledgements on Tesco etc. Applicants whove succeeds in interview will notify by
Tesco through emails and will attended the assessment centre while applicants who did not
succeed will be notify by email too.

Successful candidates from screening attend assessment centre

A candidate who success and passes screening attends the assessment centre. This
assessment centre will take place in store and run by the managers where they will evaluate
the candidates. They also help in provide consistency in the selections process. In this
assessments, applicants will be given a various exercises which include teamwork,
capabilities or problems solving. For instance, they might have problem in they work and
therefore, they know how to handle the problem because of the assessment theyve learn
before.

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Successful candidates invited for second interview

Candidates whove been approved by the internal assessment centres then have a
second interview. For this interview, the line manager like supervisor will conduct the
interview sessions for the job offers. This is to ensure the suitable candidates are fit for the
job.

Successful candidates will be sent an offer letter by email

A succeeds interview with the line manager by candidates will be sent an offer letter
saying that he/she are accepted to be part of the company employee by the companys human
resource department. The offer letter will be sent through candidates email.

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QUESTION 2: How do these systems help the organizations to improve its business
performance?

This systems will help Tesco in saving time and cost. This is because hiring process
by using the online recruitment and selection process is effective in terms of hire reductions,
recruitment and administration cost saving too. It is also effective in developing the
competitive edge for the firms by developing market image and attaining the quality
candidates. So that these quality candidates which have the skills can help in improvement of
Tesco services as Tesco are known as the biggest retails company in the world.

QUESTION 3: How did the described systems improve the process?

Tesco uses online recruitment systems where this systems are used with internet
whereas everyone had access to internet especially in Malaysia. The online recruitment
systems help in improve the hiring process. Tesco had much focus in the online hiring which
replaced the traditional modes of hiring like magazines, televisions and radio to save costs
involve in the external hiring. It improve the process because the applicants send their CVs
through application form in Tesco website rather than send it by mails etc. The systems also
helps the process in selections of applicants that fulfil the job needs. The systems
effectiveness helps the consistency in the process.

QUESTION 4: How effective are the systems in giving the company a competitive edge?
Explain your answer.

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This systems will improved Tesco business processes in becoming a competitive

strength. This is because the company can execute the process of hiring more efficiently and
quickly than its rivals. Furthermore, it will attract public to apply and work in Tesco because
of it systematic systems.
Moreover, the online advertisement included throughout the process also helps in
giving information needed by the applicant such as job descriptions before applying certain
or particular job that is vacancy in Tesco.
This makes Tesco more competitive in retailing business because of its efficient
systems rather than its rival like Giant Hypermarket, Econsave.

CONCLUSION
In conclusion, online recruitment and selection process is the method to recruit and
select people through the use of internet. The effectiveness in this systems is making the
process more consistent which eventually helps Tesco in improving their business, hiring
employee and more. Online recruitment also effective in managing the talent process where
applicant capability will be evaluate.

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References
1. Tesco

PLC,

(2014,

Nov

7),

Tesco

Malaysia.

Retrieved

From

http://www.tescoplc.com/index.asp?pageid=306
2. Tesco,

(n.d.),

Tesco

Because

We

Care.

Retrieved

From

http://www.tesco.com.my/mall/news_details.aspx?NID=8
3. Tesco PLC, (2014, Nov 7), History of Tesco Malaysia. Retrieved From
http://www.tescoplc.com/index.asp?pageid=11
4. Tesco

PLC,

(2014,

Nov

7),

Our

Businesses.

Retrieved

From

http://www.tescoplc.com/index.asp?pageid=276
5. Samsud Doha Lavlu,
Retrieved

(2013, Dec 30),

Case study domino's sizzles on MIS.

From

https://www.facebook.com/l.php?u=http%3A%2F%2Fwww.slideshare.net%2Fsamsu
ddohalavlu%2Fcase-study-dominos-sizzles-on-mis%3Fqid%3Dda1eb4bf-d897-403ab6b2d7f123f88ee8%26v%3Ddefault%26b%3D%26from_search%3D3&h=NAQEDZ6Yj
6. Siddarthan Kameswaran, (2013, Sept 18), HR Practices of Tesco. Retrieved From
http://www.slideshare.net/SiddarthanKameswaran/hr-practices-of-tesco?related=1

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