Prepared By:

Siddarthan.K

MBA | School Of Management,

Manipal

INTRODUCTION A British Multinational grocery and general merchandise retailer

“Grocery market leader” in the UK.

Second-largest retailer in the world measured by profits

Third-largest retailer in the world measured by revenues.

Stores in 14 countries across Asia, Europe and North America.

The company was founded in 1919 by Jack Cohen

Tesco brand first appeared in 1924.

COMPANY PROFILE

Type : Public limited company

Traded As : LSE: TSCO

Industry : Retailing Stores Network

Founded In : 1919(In East London)

Founder : Jack Cohen

Headquarters : Cheshunt, Broxbourne, Hertfordshire,

United Kingdom

Locations : 5,380 Stores

Key People : David Reid(Chairman)

Philip Clarke(Chief Executive)

Products : Groceries, Consumer Goods,

Financial Services, Telecoms

TYPES OF STORES

EMPLOYEE NEED OF

Tesco needs people :

Both store-based and non-store jobs

Positions become available because:

• New stores - UK and also expands internationally

• Vacancies arise - as employees leave the company

• New types of jobs - changes in processes and

technology.

WORKFORCE PLANNING

Analyzing an organization's likely future needs for people in terms of

1. Numbers

2. Skills

3. Locations.

To plan how those needs can be met through recruitment and

training.

WORKFORCE PLANNING TABLE

Tesco uses a workforce planning table to establish the likely demand for new staff ( managerial and non-managerial positions).

This planning process Runs each year from the last week in February.

There are quarterly reviews in May, August and November.

An important element clear,

1. Job descriptions and

2. Person specification

Contn.,

At Tesco these documents are combined:

Jobdescription

Job Non- food manager

Reports to Store manager

Area of business Stores all non- food areas

Job purpose To drive business improvements and performance in non food.To coach and develop the non food team to give customers the best service.

Person Specification

Skills Leadership skills, such as influencing others and decision making.Operation staff, such as managing staff and stock management.General skills, such as communication, planning and problem solving.

ORGANIZATIONAL STRUCTURE

There are six work levels within the organisation.

Work level 6 – Creating the purpose, values and goals for Tesco

Responsibility for Tesco’s performance

Work level 5 –Responsible for the performance of Tesco as a whole.

Work level 4 – Supporting operating units and recommending strategic

change.

Work level 3 – Running an operating unit

Work level 2 – Leading a team of employees who deal directly with

customers.

Work level 1 – Directly deal with customers.

PRINCIPLES OF MGMT

MODE OF RECRUITMENT

Internal recruitment: ‘talent planning’.

- To fill many vacancies from within the company

External recruitment:

- To fill vacancies from outside the company

EXTERNAL RECRUITMENT

Applications are made online(www.tesco-careers.com) for

managerial positions.

People interested in store-based jobs with Tesco can approach stores

with their CV or register though Job centre Plus.

‘Job type match’ tool on

its careers web page.

(People interested in working

for Tesco can see where

they might fit in before applying.)

ATTRACTING

Seek the most cost-effective way of attracting the right applicants :

• Advertising the post internally on its intranet for two weeks.

• website www.tesco-careers.com

• Through vacancy boards in stores.

• Through television and radio

• Advertisements on Google

• In magazines “Appointment Journal”

SELECTION

STAGE ONE:

Screening applicant’s curriculum vitae (CV).

- Candidate’s education and job history to date.

- To assess whether an applicant matches the

person specification for the job.

Contn.,

STAGE TWO:

Internal Assessment centers

- In store and are run by managers

- Applicants are given various exercises

a. Team-working activities

b. Problem solving exercises.

STAGE THREE:

Interview

• Candidates approved by the internal assessment centers

• Line managers are offered to take part in the interview to make sure

that the candidate fits the job requirements.

SELECTION PROCESS

CONCLUSION

Tesco is a major international company with many job opportunities,

-(management, graduate, school leaver and apprentice posts).

Tesco needs to have people with the right skills and behaviors to

support its growth and development.

Tesco has clear organizational structures, detailed job descriptions

and person specifications.

OUR VIEW

Workforce planning is vital for a business

To meet its future demands for staff.

It allows a business to train existing staff

To take new responsibilities and

To recruit new staff to fill vacancies

To meet skill shortages

It provides user-friendly ways of applying for jobs and a

consistent approach to recruitment and selection.

TESCO – “The Trend Setter”

WALMART

The employees are treated as an integral part of the business and are

called as ‘associates’ which makes them feel a part of the company

and hence motivates them to give their best.

All associates and their families are provided with health coverage

and this program is being implemented currently (Health &

Wellness)

’10 Foot Rule’. As per this rule, associates have to pledge that

whenever they come within 10 feet of a customer, they would look at

them in the eye, greet them and ask them if they require any

assistance

RECRUITMENT AND SELECTION

AT WALMART

• The Wal-Mart recruitment is done through online website

• Register for an Applicant Account

• Complete the Wal-Mart Job Application

• Wal-Mart Employment Questionnaire

• Wal-Mart Pre-Employment Assessment Test

This retail Wal-Mart assessment test has 65 questions in four

sections.

• Passing the Pre-Employment Test

• Wal-Mart Interview