Tesco Development Assignment

Question 1

First of all, training is a learning process of knowledge and skills to let a person carry out a specific job or tasks better or more efficiency. Training can help in increase their sense of ownership in the business, help organization produce in more productive way to achieve customer needs and also new skills and abilities in decision making to empower staff in order to makes them more effective. However, development is helping the person to grow and extend their abilities. It can be define as another ongoing process that continues beyond training. Development is more concerned with empower the employees become more effective in the future. In addition, training is suitable for short-term goals while development is suitable for

Tesco takes a shared responsibility approach to training and development in which the trainee is primarily responsible for his or her own development. For the assessment of skills and abilities, Tesco encourages the employees to ask themselves some strategic type of questions so that they would be able to know their hidden skills to progress. Examples of question include Do I know how? Can I do it now? What are my current skills? What do I need to achieve a higher position? For development, Tesco's Options programme provides a long-term strategy. For example, it offers workshops focusing on both leadership behaviours and operating skills for the coaching and guidance of trainee. Another program of Tesco for its employees is the “Personal Development Plan” which includes Activity Plans, a Learning Log to record what the key learning points of the training were and how they are going to be used, as well as a 'Plan, Do, Review' checklist to monitor when plans are completed.

Under the “Personal Development Plan”, the employees will be setting SMART objectives in the Activity Plans, Personal Development Plans and then recording the outcomes in the Learning Logs, allowing them to carry out their own progress analysis. Tesco also uses a method known as 360-degree appraisal. All stakeholders who have contact with the employee will assess the person's performance and then give feedback to help

It adapts to individual employee needs. Structured training refers to techniques and methodologies which have been employed successfully to develop professional skills and enhance the ability of employees to perform their jobs better. The main focus of structured training is to achieve the business objectives in terms of business growth and profit. The structured training is an effective method to increase the business productivity by providing high quality services to the customers and to train the staff to perform all business relevant activities in a professional