Essays on Multinational Enterprise Tesco and the Interventions in Tackling War for Talents Case Study

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The paper "Multinational Enterprise Tesco and the Interventions in Tackling War for Talents " is a perfect example of a business case study.   War for talents: This is the drive to retain, develop and find individuals who have not only commitments but also competencies required for various jobs in addition to locating individuals who can get both purpose and meaning in their work for particular organizations (Anonymous, 2003, p. 25). Multinational enterprises According to Poulter (2005, p. 77) multinational enterprises are those firms which either controls or carry out business functions in two or more countries. Main discussion Background information on Tesco Tesco is a general merchandise and grocery company that operates on a global perspective and has its headquarters at Cheshunt in the United Kingdom.

Apart from Wal-Mart and Carrefour, Tesco is ranked as the third-largest retail company in the world. In addition to that, it is the leading grocery shop in the United Kingdom with approximately 14 other stores in regions such as North America, Europe and Asia. According to Poulter (2005, p. 71) Tesco was established in 1919 not as a retail shop but as a market stalls group.

The founder of one of the largest company in the world is Sir Jack Cohen. However, the company’ s name gained came to be known in 1924 as a result of Cohen purchasing tea shipment from a company called T. E. Stockwell after which he took the two initials of the name and combined it with of the first two letters of his second name and as a result, he came up with the name of the company as TESCO. Tesco’ s war for talents As a result of increased globalization, the current economy of the world has expanded greatly making companies change their human resources strategies and Tesco has not been an exception.

Nonetheless, according to Beardwell, et al, (2004, p. 61) it can be argued that the existing global environment has not only altered the manner in which business is carried out but also caused changes in human resources strategies employed by companies, the element of globalization in addition to the existing supply and demand gap. This is because of the need to compete with other organization for effective human resources and defining the role of every employee without creating a conflict of interest in doing so.

The strategies are further employed so that companies can easily be successful in the war for talents (Rogers, 2004, p. 12). Tesco international structure In regard to the international structure of Tesco, the company applies a strategic business unit in all of its stores across the globe. This is done with the aim of increasing the extent of competition in the existing market. Poulter (2005, p. 34) argues that strategic business unit entails scope, size, services or product types, brand image, strategic foundation, geographical market and financial targets of a company.

According to Harrison (2002, p. 31) Tesco as a company functions on a global perspective using strategic business units. These strategic business units are four with the core one being in the UK which is responsible for the operations of the grocery within the region. Then there is also the international unit which is responsible for taking care of all international holdings. In addition to that, there is the non-food as a strategic business unit which is responsible for sales of home goods, electronics and other products which are not food.

Lastly, there is the retailing service as the strategic business unit and it is responsible for the management of all the financial services of Tesco, its website and telecommunication services (Tesco, 2008).

References

List of references

Anonymous (2003). Human resources deliver Tesco’s bright Future Human Resource Management International Digest, Bradford: Jul/Aug 2003 Vol.7, Iss. 4

Beardwell, I. et al, (2004) (4th Edition) Human Resource Management a Contemporary Approach. Prentice Hall, Harlow.

Garrick (1999). Informal Learning in the Workplace: unmasking human resource development, Routledge Press, London.

Guest, D (1999). Human Resource Management–The Workers’ Verdict Human Resource Management Journal, London, 1999.Vol.9, Iss. 3;

Harrison, R (2002). (3rd Edition). Learning and Development: CIPD Publishing, London

Hawkins, P. (1994), The changing view of learning in Burgoyne, J., Pedler, M. and Boydell, T., Towards the Learning Company: Concepts and Practices, McGraw Hill, London.

Keep, E. (1989). Corporate training: the vital component?’ New Perspectives on Human Resource Management, Routledge Press. London.

Nixon, B. (2004). Creating a cultural revolution: the 21st century challenge for HRD Training Journal, Ely: Oct 2004

Paauwe, J & Boselie, P. (2003) Challenging ‘Strategic HRM’ And The Relevance Of The Institutional Setting. Human Resource Management Journal 2003.Vol.13,

Poulter, S. (2005). 2billion Tesco, Daily Mail. London (UK): Apr 13th 2005

Reid, M. and Barrington, H. (1997). (5th edition) Training Interventions: Managing Employee Development IPD Publishing, London.

Rogers, S. (2004). Power To The People Managers People Management, London: Sep 2004. Vol. 10

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