Tesco Case

Tesco is the largest British retailer and is also world’s third largest retailer with outlets across Europe, USA and Asia. They come with one purpose which is creating value for money to earn customers’ life loyalty. The business began in 1919, one man named Jack Cohen selling groceries from a stall in the East end of London. He bought surplus stocks of tea from T.E.Stockwell. This company and Cohen combined their names to brand the tea Cohen originally sold-TESCO tea. In 1929, the first Tesco opened in north London. Tesco is then expanded their business by a combination of a acquisition of new stores, retail services and by adapting to the needs of customers. Tesco’s primary aim is to act reasonably and responsibly in all their commercial and trading activities.

Tesco sources their products directly from manufacturers, and Tesco have greater visibility and some information of the factories. Thus, Tesco have a regular program of audits to make sure factories can produce the standards of customers’ want and needs that they expected. Besides, Tesco have technical teams at each country with locally knowledge. Means that they can take correct action more quickly on those rare occasions when any problems occurred in the company.

Tesco recognizes that increasing knowledge, improving skills and job satisfaction of

employees are all vital to the continued growth of the company. This case study looks at how Tesco provides training and development opportunities for its employees.

During this essay, a SWOT analysis of Tesco will show what the strengths, weakness, opportunities it has and threats that it faces, and a financial evaluation will be produced on the basis of finding from the SWOT analysis. Eventually, a conclusion will be developed to point out what is key factors for the future development of Tesco.