Tesco Training Case Study

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Training is the acquisition of knowledge, skills and competencies as a result of teaching. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Development teaches how to become more productive and effective at work and at the company.

Since Tesco aims to expand and diversify, that required the business to select the right people, in the right place, because customers’ needs and wants are different and the culture of each area varies. Tesco need to have flexible employee who are able to adapt the change in order to satisfy the customer. Training programs are important to develop and have such kind of employee. Tesco encouraged employees …show more content…

Employees with current skills and expertise are generally more potential for the growth of business. To satisfy the actual demands of diverse customers within a freshly opened up store on completely new area demands apparent perception of the consumer user profile for the reason that spot to pick the actual share. The training practice facilitates staff to use their occupations efficiently according to correct information, skill, comprehending and sources. Workers distinguish spaces among their information and ability prior to starting training and advancement practice.
Q.3 Analyze Tesco’s method of developing its employees. Consider the strengths and weaknesses of such a programme.
Tesco’s Method of Development of its Employees:
Tesco handles the development of its employees as a shared responsibility although the employee is primarily responsible for her/his development.
• Tesco encourage its employees to understand and analyze their skills and abilities about themselves through assessment of strategic questions. Employees will seek out answers about their current skills, skills required for the job, and the gap between employee’s current skills and job required …show more content…

Q.4. Evaluate the benefits for Tesco in providing structure training programme. To what extent do you think the training has achieved a Return on investment?

Tesco provides some tools for evaluation of training and development. This includes scheduled tasks, timetables, measures and checklists. Employees assess themselves by setting objectives in Activity Plans, Personal Development Plans and recording outcomes in Learning Logs. These continue to measure their improvement in performance after training. Activity Plans need to have SMART objectives:
• Specific – describes exactly what needs doing
• Measurable – has a target that can be measured against
• Achievable – is possible within the trainee’s current role, skills and experience
• Realistic – is achievable within the time and resources available
• Time-framed – has a clear deadline.
Tesco also uses a method known as 360-degree appraisal. This means all stakeholders who have contact with the employee assess the person’s performance and give

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