Tesco 2011 Annual Report Download - page 48

We know that to be a successful international retailer we need to
combine deep local knowledge with global experience. We are
committed to developing local leaders in each country we’re in.
In South Korea, our largest international business, we have over
23,000 employees and just nine people from our UK business.
We are also keen to provide opportunities for our people to gain
experience in our global markets. As the business grows, Tesco
benefits from moving our people around, sharing their skills and
expertise across the Group.
We want the women in our teams to achieve their full potential. Back
in 1997 in the UK, we had only 31 female Store Managers, we now
have almost 150. In the last four years in the UK the number of female
directors has increased by nearly 70% across the Group and we have
three women on our Board.
There is still work to do. Our Women’s Network provides skills
development, mentoring and networking opportunities for our female
managers and directors, and this year we’re launching our new Women
in Leadership programme. Over 50 women from our UK and European
businesses have been nominated based on their potential to undertake
bigger and broader roles. The programme consists of seminars and
courses focusing on confidence, strategic career planning and building
personalauthority.
Three women in Tesco are currently being coached as part of the
FTSE100 Cross-Company Mentoring Programme. The Programme,
launched in 2003, involves FTSE 100 Chairmen and CEOs acting as
mentors to senior women just below board level in other FTSE
companies. The mentors guide and advise women in the management
of their careers so that they are better positioned to be considered for
board appointments. Our Chairman David Reid, will begin working
with his third mentee from outside Tesco in June 2011.
Building capability
As part of our ongoing commitment to building capability, we are
investing in the Tesco Academy. Our Academy supports the
development of our people through training courses, networking
opportunities and mentoring.
Our Academy is especially important to our managers and directors,
supporting them in the delivery of their day-to-day roles and the
development of their leadership capabilities.
In July, we will open our zero-carbon Academy centre in Incheon,
South Korea. Asia is a rapidly growing region for Tesco and the
Academy will help us to build capability in the area.
Each and every job in Tesco has a clearly assigned training programme
to accompany it. We work hard to ensure that every member of our
team receives the operational training which they need for their job
and the leadership skills which can support their career development.
In China, our Store Manager Programme has been created so that we
can recruit and develop people to become our future Store Managers.
This is especially important as we expand in this quickly developing
country. The programme started in October 2010 with 22 candidates
taking part. Thailand is currently in the process of recruiting candidates
so that they can launch their own Store Manager Programme.
Recruitment and growth
As Tesco grows and diversifies, we are able to offer more jobs and
broader roles to people in the communities around our stores, depots
and offices. This year we have recruited 21,000 people worldwide.
Over the past year, the Tesco Bank workforce has more than tripled
in size. As Tesco Bank develops, we have an increasing need for people
to join the team so that we can support the expanding Tesco Bank
customer base. The vast majority of the new Tesco Bank staff are
customer service representatives and team leaders, following the
opening of new call centres in Newcastle and Glasgow this year.
Our graduate programmes fast track graduate trainees with high
potential into leadership positions. This year we have recruited around
140 Commercial graduates into UK and Central European buying
and general merchandise roles – the largest number of Commercial
graduates that we have employed since the programme began.
This is part of our ongoing commitment to invest in future leaders.
Talent and promotions
One of our People Promises is that we will provide ‘an opportunity to
get on’. We promise to support and develop our people so that they
are able to advance in their careers. All of our people have discussions
about their careers and performance and all of our leadership teams
talk about succession plans and talent at least once a year.
FRESH & EASY
Our US business, Fresh & Easy,
created over 800 jobs this year
and the opening of our first
11 stores in Northern California
created a further 300 local jobs
in March and April.
All Fresh & Easy employees have
the opportunity to work at least
20 hours per week, which entitles
them to comprehensive and
affordable healthcare, with Fresh
& Easy picking up the majority of
the costs.
44 — TESCO PLC Annual Report and Financial Statements 2011
BUSINESS REVIEW
Building our team