Tesco

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 Tesco's 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 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: