• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
HR PRACTICES OF TESCO
 

HR PRACTICES OF TESCO

on

  • 2,356 views

HR PRACTICES OF TESCO_Based on contents of THE TIMES 100

HR PRACTICES OF TESCO_Based on contents of THE TIMES 100

Statistics

Views

Total Views
2,356
Views on SlideShare
2,356
Embed Views
0

Actions

Likes
1
Downloads
98
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    HR PRACTICES OF TESCO HR PRACTICES OF TESCO Presentation Transcript

    • 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: Job description 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