A British grocery retailer, Tesco is the largest in the UK and third largest globally. It operates over 5,300 stores across 14 countries. Tesco uses workforce planning to analyze future staffing needs by position, skills, and location. It recruits both internally and externally through its website and stores. The selection process involves screening CVs, internal assessments, and interviews to evaluate candidates against job requirements.

1. Prepared By:
Siddarthan.K
MBA | School Of Management,
Manipal

2. 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.

3. 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

4. TYPES OF STORES

5. 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.

6. 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.

7. 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.,

8.  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.

9. 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

10. MODE OF RECRUITMENT
 Internal recruitment: ‘talent planning’.
- To fill many vacancies from within the company
 External recruitment:
- To fill vacancies from outside the company

11. 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.)

12. 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”

13. 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.,

14.  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.

15.  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.

16. SELECTION PROCESS

17. 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.

18. 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.

19. TESCO – “The Trend Setter”

20. 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

21. 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