The paper "Workforce Recruitment, Retention, and Development at Tesco" is a wonderful example of a report on management. As the largest supermarket chain in the UK, Tesco acts as one of the largest employers in the country’ s private sector and has more than 280,000 employees at any one time. Worldwide, the employee base at Tesco is estimated to be more than 460,000. The purpose of this essay to discuss how the company conducts its workforce recruitment, retention, and development processes. The essay is based on Tesco’ s documents including online reports and other supporting literature.
The essay notes that Tesco relies on workforce planning to determine its workforce needs. Workforce recruitment, retention, and development are then done based on prevailing organizational needs. RecruitmentAccording to The Times 100 (2009a), recruitment takes place “ from the point when a business decides that it needs to employ somebody up to the point where a pile of completed application forms has arrived” (para. 1). Accordingly, when Tesco creates new jobs by opening new stores, changing technologies or processes, or when vacancies arise due to some employees leaving, Tesco embarks on recruitment in order to find the right people with the right skills and competencies to fill up the vacancies (The Times 100 2013).
To start with, Tesco establishes whether there are current employees who may be interested in existing positions. The foregoing is done by advertising internally on the company’ s intranet and reviewing all applications sent by existing employees. In cases where no internal candidate is found suitable for existing vacancies, external recruitment is done through online and offline advertisement (The Times 100 2013). During recruitment, details such as duties and responsibilities, qualifications, salary, location of work, how to apply, required experience, and the closing date for the applications are indicated.
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