澳洲人力资源学论文代写：人员配备
乐购的组织需要有许多不同地区的人，无论是在非商店还是在店内都有工作机会。在店内的位置上，需要收银员、服务员、主管以及一些像面包师和药剂师这样的专家。配送中心需要高技能人才，才能在库存管理和物流管理方面取得成功。总部被称为提供一个高效的方式运行特易购组织的基础设施（豪2001）。这里所扮演的角色包括信息技术，会计和市场营销，物业管理，合法服务和人力资源。
该组织致力于确保所有角色都扮演着推动业务目标的角色。有一个显着的需要，以确保它似乎持有适当的人口的员工在适当的地点或位置，并在适当的时间内。这样做，它是有一个过程的适当的结构选择和招聘的目的吸引玩角色的应聘者，管理与操作相关的（Beatty &费雷尔2008）。
人力资源规划表用于组织建立新员工吸引力的可能要求。这似乎是考虑，非管理，以及管理职位。作为一个重要的例子，在2008至2009的财务期间，特易购曾估计，为支持业务的增长，有超过400名经理职位的新候选人的需求。这个过程似乎运行每一年的二月（沃斯2002）。基于这一评估，特易购在人员配备和招聘水平上进行调整，只要需要。这为Tesco提供足够的时间以满足员工的需求，并协助组织满足组织制定的战略目标。
澳洲人力资源学论文代写：人员配备
The organization of Tesco is in need of people across a number of different areas for both opportunities of jobs that are at non- store and in- store locations. At the locations of in- stores, it is in need of checkout staff, handlers of stock, supervisors along with a number of specialists like bakers and pharmacists. The depots of its distribution are in need of highly skilful people in order to be successful in the management of stock and the management of logistics. Headquarter is known to be providing the infrastructure for running the organization of Tesco in an efficient manner (Hau 2001). The roles being played here include information technology, accounting, and marketing, management of property, lawful services and human resources.
The organization focuses on ensuring that all roles are played for driving the objectives of the business. There is a significant need for ensuring that it seems to be holding the appropriate population of employees at the right places or positions and at the appropriate duration of time. For doing this, it is known to be having a process with appropriate structure for the purpose of selection and recruitment for attracting applicants for playing both roles, managerial related and operational related (Beatty & Ferrell 2008).
The table of workforce planning is used by the organization for the establishment of possible demands for the attraction of new staff members. This seems to be considering, non- managerial as well as managerial positions. As a significant example, in the financial period of 2008 to 2009, Tesco had estimated that for supporting the growth of business, there is a demand for more than 400 new candidates for the position of managers. This process of planning seems to be running each and every single year in the month of February (Voss 2002). Based on this assessment, Tesco makes adjustment in the levels of staffing and recruitment is done whenever needed. This provides sufficient time along with flexibility to Tesco for meeting the demands of the staff members and assists the organization in meeting the strategic objectives set by the organization.
