Page 155 - DMGT553_RETAIL_STORE_MANAGEMENT

Retail Store Management

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legal services, property management, marketing, accounting and information
technology.
Tesco aims to ensure all roles work together to drive its business objectives. It needs to
ensure it has the right number of people in the right jobs at the right time. To do this, it has
a structured process for recruitment and selection to attract applicants for both managerial
and operational roles.

Workforce Planning

Workforce planning is the process of analysing an
organisation’s likely future needs for people in terms of
numbers, skills and locations. It allows the organisation to
plan how those needs can be met through recruitment and
training. It is vital for a company like Tesco to plan ahead.
Because the company is growing, Tesco needs to recruit on a
regular basis for both the food and non-food parts of the
business.
Positions become available because:

jobs are created as the company opens new stores in the UK and expands
internationally

vacancies arise as employees leave the company when they retire or resign or get
promotion to other positions within Tesco
new types of jobs can be created as the company changes its processes and technology
Tesco uses a workforce planning table to establish the likely demand for new staff. This
considers both managerial and non-managerial positions.
In 2008/09, for example, Tesco calculates that to support its business growth there will be
a demand for around 4,000 new managers.
The Planning Process
This planning process runs each year from the last week in February. There are quarterly
reviews in May, August and November, so Tesco can adjust staffing levels and recruit
where necessary. This allows Tesco sufficient time and flexibility to meet its demands for
staff and allows the company to meet its strategic objectives, for example, to open new
stores and maintain customer service standards.
Tesco seeks to fill many vacancies from within the company. It recognises the importance
of motivating its staff to progress their careers with the company. Tesco practises what it
calls ‘talent planning’. This encourages people to work their way through and up the
organisation.

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