Tempo centres are in constant search for good employees able to accept our values.
In Tempo centres we do our best to offer our consumers maximum quality of goods and services and to give answer to their needs completely. For that reason Tempo system has a firmly made organization defined in the way that each employee has precisely defined role in its function.
We see our comparative advantage in comparison to our rivals in our employees who are ready to answer the professional challenge. That is why we pay attention to selecting candidates taking care of company standards.
Our priority is development of employees. The newly employed in all parts of the Tempo system are given opportunty to acquire knowledge necessary for the post they were selected for, and during the career they are constatly offered skill and personal development. 12
If you want to apply for a job in Tempo, please send your data and in the menu of our personnel data, in the column-I apply for a post of -section–field, you choose option retail and find an offer of posts in it.
The training of the employees is done by a standard procedure in four steps:
1.Theoretical training- Initial training (work in a classroom where the newly emplyed are acquainted with the business policy of the company,communication channels, organizational scheme, business regulations, code of conduct, technical characteristics of the facilities, work procedures for each work place…).
2. Practical training (acquiring practical knowledge and skills needed for a specific work place- cashier work, knowldedge of assortment, purchares, display, goods keeping ,etc)
3.Mark of acquired knowledge
4. Performing and revising of acquired knowledge
All the classrooms in the training centre have modern equipment with 100 seats in total for theoretical training, three special classrooms with 25 computers that are used for the programme of practical training and a room for simulation of working activities.
