Essay About Tescos Strategy And Head Office

Tesco
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Tesco also operates in 12 countries outside the UK, including China, Japan and Turkey. The
company has recently opened stores in the United States. This international expansion is part
of Tescos strategy to diversify and grow the business.
In its non-UK operations Tesco builds on the strengths it has developed as market leader
in the UK supermarket sector. However, it also caters for local needs. In Thailand, for
example, customers are used to shopping in wet markets where the produce is not
packaged. Tesco uses this approach in its Bangkok store rather than offering pre-packaged
goods as it would in UK stores.
Tesco needs people across a wide range of both store-based and non-store jobs:
* In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists,
such as pharmacists and bakers.
* Its distribution depots require people skilled in stock management and logistics.
* Head office provides the infrastructure to run Tesco efficiently. Roles here include
human resources, 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 organisations 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: