Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Explain the difference between training and development. How have changes in customer expectations affected Tesco and its need to train staff? Training makes the employees more profitable for the organization once they acquire particular knowledge and skills.
The business began in with one man, Jack Cohen, selling groceries from a stall in the East End of London. Jack bought surplus stocks of tea from a company called T.
Inthe first Tesco store opened in north London. Tesco has expanded since then by a combination of acquisition of new stores, retail services and by adapting to the needs of consumers. Keeping existing customers happy is important, as they are more likely to return.
This is more cost effective for the business than acquiring new ones. In the UK Tesco now has over 2, stores ranging from the large Extra hypermarket style stores to small Tesco Express high street outlets.
Tesco has also expanded its customer base through its Tesco. As the company has grown, so has its workforce.
From one man and a stall, Tesco now has approximatelyemployees in the UK and overworldwide. To serve its widening markets it needs flexible and well-trained staff that can recognise the needs of the customer.
Customer Assistants on the shop floor either directly assisting customers or preparing orders for delivery to customers who have ordered online Department Managers leading a team of Customer Assistants Warehouse employees who help catalogue and store clothing, food or brown goods in Tesco Distribution Centres or in stores Office-based staff working in a range of functions at Head Office, including Finance, Purchasing, Personnel or Marketing Logistics staff who plan and carry out the distribution of products to stores.
Tesco recognises 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.
Many factors affect workforce planning: The opening of new stores in new locations means that Tesco must adapt to different demands made by consumers. For instance, stores in highly populated diverse areas may need to sell a high proportion of speciality goods to meet the requirements of its customers, so selecting that stock requires a clear understanding of the customer profile in that area.
In-store and non-store based posts may require different technical skills and competencies. Employees with a wide skills range who can work flexibly are more productive for the business. How training and development supports business growth Tesco employs people from a wide range of backgrounds and all employees have the opportunity to grow and develop.
Tesco regularly evaluates the performance of its employees in order to anticipate any possible skills shortages. This helps managers and employees decide whether they have the correct knowledge, skills, understanding and resources to carry out their job effectively. Through annual reviews and career discussions, employees are able to apply for training suited to their needs.
This makes each part of the Tesco operation more robust. The Tesco Leadership Framework focuses on three key themes to guide appropriate behaviour in employees. These link to nine critical success factors, which break down further into various levels of assessment.
Tesco sees it as a priority to develop leadership at every level in every part of the business. One in every 10 Tesco employees takes part in development activities and as many as one in 30 are on its Options programme.
Before undertaking training and development, employees identify gaps in their knowledge and skills. The gaps identified are logged in a Personal Development Plan.
Employees and line managers decide how they will fill these gaps by training or development activities. Training Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job.
Training benefits employees in several ways: It increases their sense of ownership in the business. They become more organised, productive and flexible and are better able to meet the needs of internal and external customers.
New skills and abilities in areas such as decision-making can empower staff, which makes them more effective.
This in turn helps Tesco grow. Tesco has a flexible and structured approach to training and development, which adapts to individual employee needs. This allows people identified as having the potential and desire to do a bigger or different role to take part in training to develop their skills and leadership capability.
Tesco offers employees both on-the-job training and off-the-job training. On-the-job training methods at Tesco include: For the employee, on-the-job training is directly relevant to their work, they get to know the people in their area and feel part of the team faster.
On-the-job training also has several advantages for the company:The structured training is an effective method to increase the business by providing quality services to the customers and to train the staff to perform all business relevant activities in a professional manner.
There are enormous benefits for Tesco in providing a structured training program. Tesco now have 2, stores and approximately ,employees in UK and over , worldwide. These figures indicate Tesco has a large business worldwide. The structured training is an effective method to increase the business by providing quality services to the customers and to train the staff to perform all business relevant activities in a professional manner.
4 Evaluate The Benefits For Tesco In Providing A Structured Training Programme To What Extent Do You Think This Training Has Achieved A Satisfactory Return On Investment TESCO CASE STUDY ASSIGNMENT Training & Development HOW TRAINING AND DEVELOPMENT SUPPORTS BUSINESS GROWTH.
Tesco Case Study Essay Sample. Tesco’s Option programme is Tesco’s method of developing its employees. This programme offers a long-term scheme for developing its employees for them to perform in the organization at their best.
alphabetnyc.comte the benefits for Tesco in providing a structured training programme. To what extent do you. Tesco has a flexible and structured approach to training and development, which adapts to individual employee needs.
This allows people identified as having the potential and desire to do a bigger or different role to take part in training to develop their skills and leadership capability.