ICON College HRM Assignment: Tesco Case Study Analysis

This report presents a comprehensive case study on Tesco's Human Resource Management (HRM). It begins with an introduction to Tesco's history and its position as a leading retailer. The report then explores the purpose of HR functions within Tesco, outlining key responsibilities such as attracting talent, hiring resources, conducting planning and development programs, providing staff career assistance, and leading change initiatives. It further evaluates the effectiveness of HRM elements, methods, and applications within Tesco, including assessing current HR capacity, forecasting requirements, and developing talent strategies related to recruitment, selection, hiring, training, and rewards. The report also analyzes internal and external factors, including legislation, that can affect HRM in Tesco. Finally, it examines specific HRM practices, providing an evaluation and rationale for conducting appropriate HR practices within the company. The report concludes with a summary of findings and a bibliography of sources.

HRM
Tesco
A case study
System

HUMAN RESOURCE MANAGEMENT – TESCO 1
Contents
Introduction................................................................................................................................................2
TESCO.......................................................................................................................................................3
LO1. Purpose of HR Functions its key responsibilities in Tesco....................................................3
LO2. Evaluating effectiveness of HRM elements, methods and applications in Tesco..............4
Assessing HR current HR capacity................................................................................................5
Forecast requirement.......................................................................................................................5
Develop talent strategies.................................................................................................................5
Review and selection.......................................................................................................................6
LO3. Analyzing Internal and external factors and identifying the changes in legislation that can
affect HRM in Tesco.............................................................................................................................7
LO4. Human Resource Management Practices in Tesco...............................................................9
Job portfolio...............................................................................................................................................9
Evaluation and rational for conducting appropriate HR practices................................................12
Conclusion...............................................................................................................................................13
Bibliography.............................................................................................................................................14

HUMAN RESOURCE MANAGEMENT – TESCO 2
Introduction
IN 1919 Jack Cohen established Tesco. He started to sell groceries in the UK market.
Later in between 1924 to 1930 the Jack established a company “Tesco”. In 1950 the
Company opened its first supermarket in the UK during 1960 its supermarkets started to
expand at a global level and provide more services and products at the lager level
(Enders, 2009). Today the Company is by far the biggest grocery brand and has the
largest store chain across the world. The company has its headquartered in the UK and
has stores in more than a dozen countries and mostly covers the area of Europe and
Asia. At present, the company is planning to expand its business and wants to cover
more geographical area. The company positioned 3rd largest retailer across the world
with its highest gross revenue (Geyskens, 2018).
The company has many functional processes to operate its business transactions such
as sales and marketing finance and customer service and HRM (Evans, 2018). HRM is
an important function for every business to manage. Human resources are the
employee of organizations and the management part assure that they are managed well
or not. Every employee has their own problems and needs. HRM involves activities in
finding out the needs of employees and organizations as well. For instance through the
appraisal process and introducing opportunity inside the organization for employees to
improve their performance HRM contributes effectively (Olson, 2018). The company
employs 50000 people worldwide and 335 thousand in the UK alone (Statistics, 2018).
HRM at Tesco involves many activities such as the supply of the operating environment,
which involves hiring expertise evaluation, programs and targeted to retain employees
who have great efficiency.
This report will assess Tesco’s HR functions and its key responsibilities. The report will
also assess the best HR practices in Tesco and identify external and internal factors
which can affect HRM decision making process.

HUMAN RESOURCE MANAGEMENT – TESCO 3
TESCO
Tesco is the biggest retailer in the UK, just as being a very huge retailer all inclusive.
Starting in 2014, Tesco expanded its business in 12 nations universally, and there are
currently around 6,780 stores. In addition, the company employed around 500,000
workers across the globe (Tesco, 2018). In addition its core business in the staple part,
the company has additionally expanded to offer a scope of diverse products and
managements, for example, cell phones, individual money. It has built up its 'blocks and
mortar' strategy of action to combine an intensifying attention upon cutting edge
innovation, through Tesco direct and the client relationship program, “Clubcard”.
Human Resource Management is an essential functional area of any company. A
company cannot fabricate a better group of working experts without great HR. The
essential aspects of the HRM group incorporate enrolling individuals, preparing them,
execution evaluations, rousing workers just as work environment correspondence,
health and safety environment, and significantly more (Alo, 2017).
Tesco’s HR department is well developed. HR department ensures the quality of worker
in Tesco. The principal undertakings of line supervisor incorporate giving great working
environment to the worker and the execution of arrangement which are worker-friendly.
Line manager needs to guarantee that representative are available at their counters on
the time and try not to leave the stores before time while taking care of all the
solicitation s from clients in best possible ways.
LO1. Purpose of HR Functions its key responsibilities in Tesco
HR management part plays a dynamic role in every company as it supports to reach the
organizational target and objectives by becoming part of the decision of the
organizations. Companies define their purpose and objectives that they require to
achieve them within a specified time to meet the target. To manage all the activities in
the organization it is important for the HR department to manage all its workers in such
a manner that the organizations achieve all aims with the time limit and the workers of
the company have no conflict with the personal aims (Sarvaiya, 2018).
Tesco is the worker-centric company just because of the direct contact of the customer
with its workers for the accomplishment of the customer’s requirement. Being a product
company, Tesco is exceptionally subject to its workers for the accomplishment of its
targets and objectives. Tesco guarantees that the workers are overseen so that they
work adequately and effectively to achieve the authoritative objectives while
accomplishing their own purposes.
Roles and responsibilities of HR
HR professional of Tesco ensures that all the employees comply with the organization
policies or not. The role of the HR professionals has also connected with administrative
activities, for example, assembling, recording and putting away desk work, and they
have customarily worked in setting up and authorizing organization guidelines. To some
degree, this is on the grounds that the human asset job much of the time started from
regulatory or account divisions. This is consistent, as duties, for example, finance,
employing and benefits lie in the extent of those specialty units.

HUMAN RESOURCE MANAGEMENT – TESCO 4
Attracts talent: To attract talent, the HR first needs to have manpower planning for the
company. Evaluating desires of the company’s human asset prerequisites and
appropriately serves the strategy to fulfill requirements with the situation of "skilled
experts". That is trailed by making a "business brand" which will be descriptive of the
company’s great picture and depict an appealing impression in the brains of talented
applicants (Tesco, 2018).
Hire resource: This part of the job integrates things like finding significant areas to look
in, connect with greatest potential hopefuls developing mass correspondence mediums,
total all reactions, sift through superfluous applications, judge reasonable officeholders
and arrange inside to get them met. When the qualifiers are chosen, the HR specialist
transforms into a 'moderator' of sorts, filling in as a middle person amongst the
organization and the contender to discovery that success wins ground (Tesco, 2018).
Conducting in planning and development program: HR of the Tesco contributes in
the identification, development, and accomplishment of the company’s target and
objectives. In this capability, HR aligns the task and duties of the business units to
accomplish company aims. Involvement in company planning allows HR specialists to
gain a philosophical understanding of the organizational actions needed to assistance in
the sustainable development (Tesco, 2018).
Staff career assistance: The HR manager evaluates staff member’s performance. HR
manager plays a dynamic role in helping staffs to develop their skill and also provide
career opportunities. Instead of basically reviewing workers on an agenda of execution
focuses, present-day human asset authorities support specialists discriminate zones for
expansion and create clear action steps (Tesco, 2018).
Serve as a leader change: HR manager of Tesco plays a very crucial role in the
company the often led change initiatives for the company. They treated as a leader in
the company as they are only responsible for shaping the better culture on
organizations, manage staff member and motivate them to perform well and making
contributions to the organization’s success (Tesco, 2018).
Recruit staff that helps to achieve company objectives: In this responsibility, HR
managers work to advance their separate firms as very ideal work culture. HR specialist
regularly acquire this sort of reward for company by making a positive environment and
giving acceptable reward and other benefits as methods to pull in perfect work hopefuls
(Tesco, 2018).
LO2. Evaluating effectiveness of HRM elements, methods and applications in
Tesco
HRM allows an organization to work effectively and increase efficiency of the employee
and the company by standardizing HR process or methods. Here are some key
components of HRM and its practices in Tesco:
Assessing HR current HR capacity: The HR manager of Tesco first plan to assess
the current staff capacity. The manager ensures that what talent company already has

HUMAN RESOURCE MANAGEMENT – TESCO 5
what company would need in the future. The manager measures that how to develop
skills of current employees.
Forecast requirement: after assessing the capacity of Human resource of the
company the manager is responsible to forecast the future requirements of the
company. They ensure the needs of company such as grow its numbers human
resource inventory or company has to stick with the current staff but needs to improve
their performance and productivity through develop their skills. The manager is
responsible to develop the plan for organizations demand for quantity staff with the
supply available in the market.
Develop talent strategies: developing the talent is the major part role and
responsibility of the HR department of Tesco. The department is responsible for
recruiting, selection, hiring, training and development, remuneration, performance
management and employee relation.
Recruitment: There are two ways of recruitment process first is to internal and second
is external. With internal approach company hire internal and provide internal job
posting to employee (Lorincová, 2015).
Internal There are some other ways of job posting such as:
 Promotion
 Internal advertisement
 Temp to hire
There are several advantages of this process such as employee already know the
business functions and
Employee grows within the company and gets opportunities without changing company
and promoted. It is less cost less to hire internally. However there are some
disadvantages of this process for instance employee who was hired for the role can feel
resentful if a colleague or external applicant is hired. After Promoting someone their
previous position becomes vacant. Ultimately The HR has to hire externally (Sarker,
2017).
External: There are a few sourcing techniques in enlistment for discovering
hopefuls outside of Tesco.
Tesco hire employee through:
 Job boards
 media
 Websites
 Referrals (DeVaro, 2016)
There is also some advantage of the outsourcing recruitment such as gain new
perspective and new ideas. Some people have so many years of experience. Larger
pool of workers is easy to find most talented employees. External recruitment also
brings many disadvantages such as longer process to recruit and selection. It is

HUMAN RESOURCE MANAGEMENT – TESCO 6
expensive due to advertising. Also this process is not enough helpful to find best
candidate (Sarker, 2017).
Recruitment and selection models
There are many theories and models such as Retained search, contingency hiring, and
recruitment process outsourcing outplacement, exclusive requirement, and executive
search. Some of them underlying the concept of outsourcing recruitment such as RPO
(Recruitment process outsourcing) with this model company outsource whole
recruitment procedures. The company hire consultancy firm as third party and they hire
candidates on behalf of the company. The firm is responsible to handle whole process
starting form sourcing to joining.
One more model is contingency hiring with this model whenever company requires staff
they ask to consultant to send the entire resume. With this recruiter do not get any fixed
amount or salary. However this models contains high percentage of risk as many
consultant charge high (Zinser, 2018).
Selection: Company’s selection process involves those activities where qualified
employee seeking to face interviews and skill evaluations to regulate the best fir for the
company. If the company forecast supply and demand they will not face any trouble to
find the right talent.
Hiring: With this process the HR decide the final candidate for the role.
Training and development: Subsequent to enlisting new workers, expedite them
board. HR Organize preparing to get them up to speed on company’s strategies. Urge
them to keep on building up their aptitudes to meet your organization's requirements as
they change.
Rewards: Tesco provide good benefit and remuneration to its employees. The
company keeps their employee happy by offering good pay structure and benefit
packages. The company provides other health benefits and rewards them for their
performance. Retain talented employees’ helps Tesco to achieve long goals.
Performance management: The Company conducts performance appraisal and
performance management in every year and review and evaluates performance of
employees. Identify the success and all those area which needs improvement.
Employee relation: Tesco has strong company culture. The company provides safe or
environment to its employees. It focuses employee health, safety and quality of life. The
company conducts monthly events for its employee to promote more engagement at
workplace.
Review and selection: Last step for HR functions is to review and evaluation the
process and activities that all are planned (Paauwe, 2018). HR evaluate whether these
plans helps to achieve the organizations goals or not.

HUMAN RESOURCE MANAGEMENT – TESCO 7
LO3. Analyzing Internal and external factors and identifying the changes in
legislation that can affect HRM in Tesco
An effective HR technique supplements a company’s essential goal and purposes – so
what works for an industry monster will not really be suitable for company. The variables
impacting HR exercises are not static: To augment, maintenance, and enlistment and to
limit worker problems, independent venture administrators must consistently screen
interior and outer ecological aspects and alter HR procedure as desires are. To do that,
it's vital to realize what the inside and outside factors can comprise of. Here is the
internal and external factor that affects Tesco’s business:
Competition on recruitment: In this competitive environment the companies get
affected. Many companies provide good pay structure to seek employees; therefore,
many employees go there only where they see benefits (Marler, 2016) . Tesco faces
challenges as the company has so many workers and provides equal pay to every staff
member. However, the employee leaves the company as they see benefits on other
companies.
Labor supply and compensation: Work supply initiatives the measure of
remuneration the organization should idea to draw in workers. In an oversaturated
advertise, when unemployment is a huge level and a lot more qualified aspirants exist
than the job vacancies, the quantity of remuneration it is indeed to give is not as much
as when a lack of aspirants exists and the company is going up against numerous
different companies to select workers.
Legislation: changes in legislation also affect the effects the HR. Regulations such as
employment laws and human right effects the policies and activities of HR in Tesco.
These laws ensure that the company deals with compliance or not. There are many
laws in the UK such as minimum wages equal pay and discriminating and many others.
Tesco changes its pay structure for employee according to minimum wages law and
other laws. HR ensures that all the policies are modified according to changes in law
and regulations in the UK. For instance, there are some changes the UK government
implements such as changes in Employment Right Act 1996, where employee has to
include total numbers of working hours and also the company has to provide pay slip to
the entire worker whether they are employee or manager (CIPD, 2018).
One more law for the companies is to rise in penalties according to Employment rights
(miscellaneous amendments) regulations 2019 for breach their employee's law obligations.
Penalty amount rise by 20000 (CIPD, 2018). Tesco of HR now have to be careful that
there is no law should be breached and the company ensures that pay structure set
according to minimum wages or not.
Use of technology: New technology also one of the factors that have huge impacts on
HRM activities. Tesco upgrades its system every year according to business and
market requirement Such as MIS and cloud-based services. For that company has to
provide training to use the new system and this lead discomfort amongst staff members.

HUMAN RESOURCE MANAGEMENT – TESCO 8
Employee relation and employee engagement
Tesco conducts many employee relations program and makes its relations better with
the employee. Employee relation is important for every business as it helps the
organization to maintain safe and conflict-free environment. Every company’s workers
are an important aspect of their business. No business can run without its employees.
Therefore every company has to communicate with their employee time and need to
manage a relationship with them. These approaches for making good relationship with
employees help to keep the business functions smoothly and create a safe work
environment (Nelson, 2012).But changes in internal and external environment bring
dissatisfaction in employee. It is important to manage these changes and HR has to
ensure that how to manage these changes so that it could affect less.
To make better employee relation Tesco wants its workers to share the views on any
illegal behavior and other issues which affect the business environment and their
career. The company regularly communicates with employees’ thorough face to face
briefing. The company conducts an annual survey for its staff and asks to share
viewpoint and feedback. The employees of Tesco have the right to join a trade union
and it is essential for both the company and employees. Head Office staff of Tesco
gains shop floor understanding through a yearly program called TWIST (Tesco Week in
Store Together). In the pinnacle shopping periods, for example, Christmas and Easter,
all head office offer help to their store associates through a program called 'Assistance'.
However, the company needs to have some changes to create a more effective
environment and help the employee to give a good performance. There are four pillars
to make better employee relation and their engagement.
1. Open communication: The leaders have to be more open to their employees. In
any relationship, effective communication is the key element. An employee
spends the majority of time at their workplace that is why it is important for
Tesco’s business to make feel comfortable to its employees.
Tesco has to establish such an environment where the employee can freely talk about
their work and can ask anything related to the work. They can be transparent about their
work. It is a better way to keep communicates the things and flowing all times. Overall
Tesco has to engage the employee and motivate them to share the views so that they
can improve their personality and performance.
2. Show recognition: appreciation and gratitude mean a lot to employee and
worker of the company, and it is a fact that reinforcing good performance is
inspiring many workers to keep the good performance. Tesco has to provide
good rewards to its employee to motivate to perform well.
3. Constant feedback: Tesco has to give constant feedback to the employee on
their performance on where they need improvement.
There are effective ways to enhance employee engagement such as the group
manager ought to comprehend his individuals well. Try not to allocate anything which
the worker would not discover fascinating. Powerful correspondence improves worker

HUMAN RESOURCE MANAGEMENT – TESCO 9
commitment. Ensure there is straightforwardness in correspondence at all dimensions
and everybody knows about what's going on around him. The administration should
continually persuade his workers. Money prizes, trophies, blessing vouchers,
authentications are a powerful method to spur the representatives and keep them
occupied with their work. Give them an objective and request that they accomplish that
inside a specific time period to gain attractive motivations or worthwhile prizes. Along
these lines, the representatives would not squander their time and invest their greatest
energy working and going for the prizes.
LO4. Human Resource Management Practices in Tesco
Job portfolio
Business analyst – Tesco UK
Job Specification
Candidate should have qualification of post-graduation. Should have experience of 2
years + as a business analysts, fresher can also apply but priorities will be given to
experienced candidates.
Job responsibility
Business analyst, Software testing, market research, quantitative analysis
Candidate can apply by filling the following requirement and upload resume
First Name ……………..
Last Name ………………
Age …………..
Gender Male Female
Qualification UG PG
Experience Fresher 0-2 2-5
Upload Resume
APPLY

HUMAN RESOURCE MANAGEMENT – TESCO 10
Preparatory notes for interview
The employer welcomes you all and seeking to find out more about you, to see that who
will fit in the organization whether you are committed and motivated and to know more
about your achievements and skills.
Please prepare yourself for the interview.
Essentials for interview
What is there in your resume which is unique from others? Most of the employee has a
similar qualification so you all are seeking to show that you are perfect for the role.
Candidates can check the company’s website to know much about the organizations.
Please keep and paper and pen and contact number of interviewer and one ID.
 A copy of your resume
 One ID proof
 Experience letter (for experienced candidates only)
Time: 10: 30 AM
Venue: Tesco PLC, Manor farm barns, fox road, Framingham Pigot, NORWICH, NR05
&PZ
Please reach 10 minutes before the time.

HUMAN RESOURCE MANAGEMENT – TESCO 11
Tesco PLC
Job letter
Dear candidate
We are happy to offer you the job role of business analysis at Tesco Plc UK with the
annual compensation on 500000£. This offer is for work that carries no particular
service obligation. Your performance salary and responsibilities will be reviewed at the
end of every year. You will be posted in Ireland UK Tesco PLC, Manor Farm Barns, Fox
Road, Framingham Pigot, NORWICH, NR14 &PZ.
You shall on the joining date, be required to sign the employment agreement (setting
out in detail the terms and conditions of your employment) and the confidentiality
agreement.
The offer is held one for (1) week from the date of this letter and shall expire thereafter
unless your acceptance if received by the company before 6 PM on 18 June 2019.
Please indicate your acceptance of the terms and conditions contained in this offer letter
by signing this offer latter and returning it to the company.
The company is a progressive organization, committed to hiring the best candidates and
motivating them to stay with us. This is achieved by providing challenging projects using
leading-edge technologies and a unique working environment. To those prepared to
meet the challenges, it offers both financial reward and the opportunity to advance their
career and consolidate their reputation substantially.
We look forward to hearing from you and to a mutually beneficial and exciting
association.
Your sincerely
General Manager
Tesco Plc. UK

HUMAN RESOURCE MANAGEMENT – TESCO 12
Evaluation and rational for conducting appropriate HR practices
This part evaluates the general human asset the executives system and objects of
Tesco. Given the worldwide reach of the chain, it is basic that managers make a total
and reasonable HRM plan and use various methodologies to oversee representatives.
This will lead fluctuating techniques to represent nearby diversities and traditions. The
human asset process by and by used at Tesco's spins, around the training and
development of staff, correspondence and meeting, and rewards and advantages
associated to completing aims. This triple-made a beeline for HRM has been fruitful
throughout the years and has assisted the firm to hold and enroll well-propelled
workforce that presents an expert appearance to clients and are willing to work for
Tesco Plc (Tesco, 2018).
In addition, the training program assessed above, Tesco has an options improvement
program. With the program, employees can learn capabilities that they have to get a
handle on in order to develop their work level in the company – this is, along these lines,
a kind of autonomously directed vocation capable improvement. 1 out of 30 workers of
Tesco in the UK takes parts in this program. This data shows that the company’s HR
department successfully working with its HR practices.
There are many rational for this process. Best HR practices improve the company’s
main point with its learning of how human capital affects authoritative achievement. By
utilizing appropriate HR strategies in the company HR specialist develop appropriate
wages structures that set company’s compensation aggressive with diverse
organizations in the territory, in a similar industry or company going after workers with
comparative abilities. This analyzes benefits as HR can reduce the company’s cost
related to turnover. It also minimizes liability as HR employee relations experts limit the
company’s presentation and risk recognized with claims of out of line work rehearses.
Hence it is important for Tesco to conduct appropriate HR practices (Farndale, 2019).

HUMAN RESOURCE MANAGEMENT – TESCO 13
Conclusion
Thane HRM department plays an essential role in every company. Tesco is leading
brand across the world. The company has well drafted HRM department with good
alignment activities and duties. Tesco’s HRM department supports business overall
operations. Through recruitment and retention of first rate workforce and make sure that
staff can perform with their best of the capabilities, the company increased the chance
that its entire workforce will be a positive asset for the company. In addition as company
continuously diversifies its business portfolio, there is requirement to ensure that entire
staff in every country where the company operates learns from best practices. To
expand more the and achieve the aim of the company it is essential that HR department
evaluate the employees and organizations performance, so that it’s most important
asset can contribute to the success
Bibliography

HUMAN RESOURCE MANAGEMENT – TESCO 14
Alo, O., 2017. A comparative evaluation of human resource development (HRD)
processes and practices in UK and Nigerian retail supermarkets. s.l.:(Doctoral
dissertation, University of Sunderland)..
CIPD, 2018. Recent and forthcoming legislation. [Online]
[Accessed
14https://www.cipd.co.uk/knowledge/fundamentals/emp-law/about/legislation-updates
05 2019].
DeVaro, J., 2016. Internal hiring or external recruitment?. IZA World of Labor.. [Online]
Available at: https://scholar.google.co.in/scholar?
hl=en&as_sdt=0%2C5&as_ylo=2015&q=external+recruitment&btnG=#d=gs_cit&u=
%2Fscholar%3Fq%3Dinfo%3AQ95KvkFczfIJ%3Ascholar.google.com%2F%26output
%3Dcite%26scirp%3D0%26hl%3Den
[Accessed 14 05 2019].
Enders, A. a. J. T., 2009. Leveraging Multichannel Retailing: The Experience of Tesco.
com.. MIS Quarterly Executive, 8(2).
Evans, B. a. M. R. 2., 2018. The lean supply chain: managing the challenge at Tesco..
s.l.: Kogan Page Publishers..
Farndale, E. a. B. C., 2019. The SAGE Handbook of Human Resource Management.
s.l.:The SAGE Handbook of Human Resource Management.
Geyskens, I., 2018. Retailer power in the grocery industry. In Handbook of Research on
Retailing. s.l.:Edward Elgar Publishing.
Lorincová, S., 2015. The Improvement of the Effectiveness in the Recruitment Process
in the Slovak Public Administration.. Procedia Economics and Finance, Volume 34, pp.
382-389.
Marler, J. a. P. E., 2016. Human resource management, strategic involvement and e-
HRM technology.. The International Journal of Human Resource Management, 27(19),
pp. 2233-2253.
Nelson, J., 2012. Employee engagement at Tesco: optimising two-way communication.
[Online]
Available at: https://www.personneltoday.com/hr/employee-engagement-at-tesco-
optimising-two-way-communication/
[Accessed 14 05 2019].
Olson, E. S. S. H. G. a. O. K., 2018. The application of human resource management
policies within the marketing organization: The impact on business and marketing
strategy implementation.. Industrial Marketing Management, Volume 69, p. 6.
Paauwe, J. a. B. C., 2018. Strategic HRM: A critical review. In Human Resource
Management. s.l.:Routledge.

HUMAN RESOURCE MANAGEMENT – TESCO 15
Sarker, B., 2017. Evaluation of Recruitment and Selection Process of Mutual Trust Bank
Limited (Doctoral dissertation, Daffodil International University).. [Online]
Available at: https://scholar.google.co.in/scholar?
hl=en&as_sdt=0%2C5&as_ylo=2015&q=advantages+of+internal+recruitment&btnG=#d
=gs_cit&u=%2Fscholar%3Fq%3Dinfo%3AgPY-zSr2cggJ%3Ascholar.google.com%2F
%26output%3Dcite%26scirp%3D0%26hl%3Den
[Accessed 15 05 2019].
Sarvaiya, H. E. G. a. A. J., 2018. The roles of HRM in CSR: strategic partnership or
operational support?.. Journal of Business Ethics, 153(3), pp. 825-837.
Statistics, 2018. Average number of employees at Tesco in the United Kingdom (UK)*
from 2012 to 2018. [Online]
Available at: https://www.statista.com/statistics/490882/tesco-group-united-kingdom-uk-
number-of-employees/
[Accessed 14 05 2019].
Tesco, 2018. Our business. [Online]
Available at: https://www.tescoplc.com/about-us/our-businesses/
[Accessed 14 05 2019].
Tesco, 2018. Recruitment and Salection. [Online]
Available at: http://colbournecollege.weebly.com/uploads/2/3/7/9/23793496/tesco-
recruitment__selection.pdf
[Accessed 14 05 2019].
Zinser, J., 2018. Recruitment models. [Online]
Available at: https://www.business.com/articles/recruiting-models/
[Accessed 14 05 2019].