TESCO CASE STUDY

TESCO CASE STUDY ASSIGNMENT

Training & Development
HOW TRAINING AND DEVELOPMENT SUPPORTS BUSINESS GROWTH
1. Explain the difference between training and development. How have changes in
customer expectations affected Tesco and its need to train staff?

Training is the acquisition of knowledge and skills for a person to carry out a specific task or
job." Training is coordinated in teaching new skills, making the person understand what his
roles and responsibilities are, and instructing him to execute the tasks that he needs to fulfill.
Training makes the employees more profitable for the organization once they acquire
particular knowledge and skills. Training focuses on the short-term goals of the organization
wherein the main reason of giving training to the employees is for them to perform and
execute things as they were asked. However, " Development is about helping the person
grow and extend their abilities." Development teaches the employees to be more profitable
and efficient for the organization. It maximizes the knowledge and skills that the employees
learned during training. Development refers to making the employees effective enough to
handle captious situations in the future. While training emphasizes the organization's
short-term goals, development focuses on the company's long-term goals.

Customer expectations have changed to ‘one-stop shopping’. Tesco’s original product range
of grocery and general stores have diversified to include banking, insurance services,
electricalgoods, and telephone equipment and airtime. This means customers can now
have all their purchasing needs met in one place. Tesco’s aim to expand and diversify
means they need to have right employees in the right place at the right time. As Tesco
opened new stores in new locations they had to adapt to the different demands made by the
customers - for example stores in diverse and highly populated areas may need to sell
certain specialty products meeting the requirements of those customers in those areas

1. Explain the difference between training and development. How have changes in customer
expectations affected Tesco and its need to train staff?"Training is the acquisition of
knowledge and skills in order for a person to carry out a specific task or job." Training is
coordinated in teaching new skills, making the person understand what his roles
andresponsibilities are and instructing him to execute the tasks that he needs to fulfill.
Training makes theemployees more profitable for the organization once they
acquire particular knowledge and skills.Training focuses on the short-term goals of the
organization wherein the main reason of giving trainingsto the employees is for them to
perform and execute things as they were asked. However, "Developmentis about helping the
person grow and extend their abilities." Development teaches the employees to bemore
profitable and efficient for the organization. It maximizes the knowledge and
skills that theemployees learned during training. Development refers to making the
employees effective enough to handle captious situations in the future. While training
emphasis in the short-term goals of the organization, development focuses in the
long-term goals of the company. Customer expectations have changed to ‘one-stop
shopping’. Tesco’s original product range ofgrocery and general stores have diversified to
include banking, insurance services, electricalgoods, and telephone equipment and
airtime. This means customers can now have all theirpurchasing needs met in one place.
Tesco’s aim to expand and diversify means they need to haveright employees in the right
place at the right time. As Tesco opened new stores in new locations they had to adapt to
the different demands made by the customers - for example stores in diverseand highly
populated areas may need to sell certain specialty products meeting the requirementsof
those customers in those areas.

2. List the methods of training carried out by Tesco. Describe how training needs are
identified.Training Methods:Tesco has sustained to make good programmed with
current strategy which has deliveredpleasing growth in challenging times. Tesco offers
two methods for training on-the-job trainingand off-the-training.On the Job: * Shadowing – a
person already on the job shows the employee how it’s done. * Coaching – a manager or
specific colleague will help trainee work through problems andencourage them to find
solutions. * Mentoring – a more experienced member of the staff is an advisor.

* Job Rotation– the trainee has the opportunity of covering their target position by taking
fullresponsibility on a temporary basis. Off the Job: * External courses run by professional
training organizations or qualified Tesco training staff. Identifying Training NeedsIn general,
training needs are identified after setting the targets in business to achieve. To expandand
diversify the business are the two main objectives behind Tesco’s training program. The
rightperson, in the right place, at right time is required to achieve the objectives.Based on the
business targets to achieve, there is a definite need to identify the critical activitiesand to
perform well in such activities in-store and non-store employees require different
skillscompetencies. The employees with wide range of skills are more flexible
and too muchproductive for business growth. To fulfill the demands of different customers
in a newly openedstore at new location requires clear understanding of the customer profile
in that area to select thestock. The training process helps employees to carry out their jobs
effectively based on correctknowledge, skills, understanding and resources.
Employees identify gaps between theirknowledge and skills before starting training and
development process.

3. Analyse Tesco’s method of developing its employees. Consider the strengths and
weaknesses of such a programme.Analysis of Development MethodTesco handles the
development of its employees as a shared responsibility although the employeeis primarily
responsible for her/his development. The employee is responsible for identifying andageing
their development; attending workshops and development days; collecting evidence
ofachievement; and using any feedback received to improve their performance and review
theirdevelopment plans. The manager helps assemble to the employee’s personal
development plan,coach and guide the employee; review and monitor the employee’s
performance regularly; andprovide feedback.Strengths and WeaknessesStrengthsThe
personal development program provided by Tesco helps to improve the skills
andcapabilities of employees. On the basis of development program, the organization
produces ment legislation in order to avoid high market share.4.

4. Evaluate the benefits for Tesco in providing a structure training programme. To what
extent doyou think the training has achieved a Return on investment?Tesco’s Structured
Training ProgramStructured training refers to techniques and methodologies which
have been employedsuccessfully to develop professional skills and enhance the
proficiency of employees to do thebetter job. The main focus of structured training is to
achieve the business objectives in terms ofbusiness growth and profit. The frequent
performance feedback is employed to maintain thisexplicit task focus. To achieve the
benefits of structured training, the employees must put intorealistic scenario with
necessary conditions set up to support a planned sequence of
taskperformance.BenefitsThe structured training is an effective method to increase the
business by providing qualityservices to the customers and to train the staff to perform all
business relevant activities in aprofessional manner. The efficiency of employees has
increased to a great extent due to trainingprogram. They are in the position to deal any
situation by utilizing skills and abilities acquired bytraining. The trained employees are the
asset of organization and their capabilities are increasingwith the passage of time.

Conclusion:The main aim for Tesco is to ensure that employees are trained well so that
customers gainconfidence and can expand. This is why development for employees is
essential as they are thefoundation for their growth.