Richie Payne

Unit 21

I am going to be describing the different types of training available within Tesco. Training can be
categorized into 2 separate sections. These are internal training and external training.

INTERNAL TRAINING

Employees receive training from their employers while on the job, often known as on-site training.
Internal training can be used for a variety of reasons. Employers provide new workers with training
to teach them how to do their jobs and to familiarize them with workplace policies and conditions. It
is significant because it pinpoints the specific skills and information that participants will require to
succeed in their professions. Employees are also more prepared for their next position. Employees'
abilities are enhanced, and their knowledge of the subject is solidified through internal training

The types of internal training:

- Assistants/ Shadowing
- Coaching
- Apprenticeship programs
- Job rotation
- Mentoring/ Buddy
- Temp/Interim/ Acting/ Roles
- Progression schemes (PDPS/CPD)
- Peer training.

Assistants/Shadowing- this is where an individual from an area of the organization works alongside
and acquires experience in the position of another employee, as well as get insight into that specific
work area. Tesco would allow the new employee to accompany another employee from the sales
sector to observe what they do in their daily activities.

Coaching- this is a training approach in which a more experienced or competent individual gives
advice and direction to an employee in order to help enhance the individual's abilities, performance,
and career. Tesco’s managers or leaders can help teach a trainee to enhance their level of skills,
abilities and performance.

Apprenticeships programs- the Apprenticeship Training programme is the combination of on-the-

job training and the classroom training, wherein the workers earn while learning the skills required
for performing the specialized job. As Tesco is a manufacturing business then each employee would
need to carry out this program. The apprenticeship training programme lasts for 4-5 years until the
worker becomes an expert in his field.

Job rotation- job rotation is the systematic movement of individuals from one job to another inside
an organization to meet various human resources objectives such as onboarding new employees,
training them, advancing their careers, and avoiding job ennui or burnout. An administrative
employee might spend part of the week looking after the reception area of a business, dealing with
customers and enquiries.
Mentoring/ Buddy- it's a flexible relationship which allows for social discussions. A buddy is available
to provide advice and support to ensure a smooth transition. It's a more formal, structured process
with the mentor often being at a higher level in the organization or has previous experience.

Temp/Interim/ Acting/ Roles- this is management that is providing management resources and
expertise on a temporary basis. This may be defined as the temporary appointment of a proven
heavyweight interim executive manager to lead a company during a period of transition, crisis, or
change.

Progression schemes- a progression plan is the most obvious solution to your employees' desires for
greater personal development opportunities. This should lay out a clear pathway of continuous
growth which both you and the specific team member can reference to observe progress.

Peer training - may be used for a variety of reasons, including new recruits who need to learn the
business from the bottom up or a team that is lacking in a certain skill. This is a training method in
which your employees are the instructors, and they train their co-workers.

EXTERNAL TRAINING

External training includes 'open' programs, in which one or more of your employees attend training
that has been publicized. 'Closed' programs, in which you commission training to be provided only to
your employees. Additionally, they can help accomplish the right business objectives through custom
training programs, ensuring the overall organizational vision is met. Also, delivery of post training
courses and refreshers engage the intended audiences, leaving a positive impact on culture,
retention, efficiency, and ROIs.

The types of external training:

- E-learning/Online courses
- Vocational & Professional courses
- Seminars
- Conferences
- Workshops

E-learning/ Online courses- a learning system based on formalized teaching but with the help of
electronic resources is known as E learning. While teaching can be based in or out of the classrooms,
the use of computers and the Internet forms the major component of E-learning. During covid
lockdown Tesco could have set up online courses/E-learning, for their employees, so that they are
still active.

Vocational & Professional courses - a vocational course is a training programme which focuses more
on practical work, rather than traditional academic exams. The 'Vocational' part of the name refers
to the fact that this course prepares you for a vocation - a particular skill set required in different
types of jobs.

Seminars- a seminar may be defined as a gathering of people for the purpose of discussing a stated
topic. Such gatherings are usually interactive sessions where the participants engage in discussions
about the delineated topic. Tesco can do a seminar to discuss ideas or their opinions on a topic
related to the business.
Conferences- a meeting of two or more persons for discussing matters of common concern the
president is in conference with his advisers. The last Tesco conference was Feb 2019, the event
lasted 3 hours and was situated in Kings Cross station, which provided a great connection for
onwards travel. Whether they needed to catch a train home or tube to the next part of the
conference it worked well for everyone. We also mixed up the teams, so they headed out on a
scavenger hunt with people they didn’t know as well from the conference, encouraging them to
break the boundaries and build stronger connections with other individuals who work for Tesco’s.

Workshops- an interactive session, often taking a full day or more, in which clients, researchers
and/or other participants such as customers work intensively on an issue or question. The process
often combines elements of qualitative research, brainstorming and problem solving. For example,
Tesco could use workshops to motivate or enhance team building skills.

Advantages of external training

- Break up groups – think and offer a fresh perspective on how things are done
- Gives teams the chance to learn from industry experts.
- Future proof’s teams and company’s knowledge because they are learning from
someone experienced.
Disadvantages of external training
- More connected
- Takes longer to organize
- May not be tailored
- Loss of productivity
Integration of strategies
- Most organizations will have a formal training programme put in place, which will
likely involve both internal and external training, a close working relationship
between the business it’s training department and any external providers can ensure
that training is fit for purpose.
- It is important to have a robust review process.

M2 – analyse the likely costs and benefits of different types of training to a business and
its staff
Training will always have a price and a business will need to weigh up this against the
benefits of the business, if training is required by law, like safety training, the cost will have
to be absorbed by the business, with the benefit being that the business will be operating
lawfully. The main costs are planning, program design and development, delivery and
evaluation

Planning:
- Effective training is planned with time to write, design and produce materials
 - This will mean an investment in time and resources before training has begun
- Establishing the needs for training in an organization
- A business may have its own training department carry out a TNA or it may have the
budget to hire an exterior company
Design and development
- Once the needs have been identified the training will have to be developed and
designed involving setting objectives and creating resources to use.
- Any investment in time from an internal training team member would need to
budget for it, so it would cost of using an external company
- Purchase of supplies, such as flip charts, pens and paper
- Purchase of training materials – can be brought from external companies however
this will cost more
Delivery –
- Organizations that have their own training department will have a budget in place to
cover the cost of employing training staff.
- Training departments may charge more to develop the training courses
- The cost of these external trainers can vary depending on their level of expertise, the
subject and sector
- The location will also impact the cost of the venue and location
- Hotels in major cities will come at high prices, whereas purpose built regional
training rooms will cost more
- Where they have the space organisations, it may create their own ongoing cost for
maintenance
- The cost of creating spaces designated for training, will need to be factored into the
training budget
- Audiovisual equipment – training equipment is likely to include a laptop and
projector as a minimum
- Refreshments – the length of training will dictate the number of refreshments
needed, when businesses arrange their own outside caterers may be used.
- Technology – up to date training centers will have Wi-Fi and wireless collection,
these usually are included in the room hire, they will also include things that have an
additional cost.

Evaluate:
This allows the trainer to see what has been learnt from the employees, it also allows them
to follow up with individuals that need support or to adjust the areas in order to improve
the quality of training. Collating the feedback about all areas of the training will take the
trainer’s time and so a cost will be attached to this. Some companies use automated
services such as survey monkey to collate and review the company, this collects the
information, but companies will need to read and review the feedback themselves.
Benefits:
Increased productivity – this will make training easier and make the employee quicker at
completing tasks
Increased quality – training will make the employee more motivated and will allow them to
take pride in their work
Increased morale – employees feel valued that the business has taken the time to train
them and spend money on their development
Increased efficiency – training will allow the employee to do a better job thus making sure
that they become more efficient at their job.
All these factors also create other benefits such as positive word of mouth, increased
turnover, a decrease in absteeism and a decrease in labour turnover which become
beneficial to the business

Tesco focus on their employee’s morale by introducing schemes to boost motivation in the
workplace, the scheme that was put in place allowed employees to create close
relationships with their coworkers as well as creating a range of different tasks to help
encourage their staff to stay motivated and determined, making them less likely to leave the
company.

P4 – explain the impact training has had on an individual in a selected business.

An employee named Laura Williams joined Tesco in 1989 and has since moved up to
become a store manager, she has received training in these departments which have
allowed her to move up the employee ladder, she works closely with her team and loves her
job, she is motivated to provide the best customer service possible. She says that Tesco
were supportive when her husband was in the RAF, allowing her to move locations, and
allowing her to plan her week around her family commitments. The culture and values have
changed a lot over the years. They care for their employees and want to make them feel
more motivated and more likely to remain within the business, they provide her a pension
scheme and a healthcare package, her training was beneficial as it has allowed her to
remain within the business for a long time, as she has been provided with the correct
training, allowing her to be successful at her job.

D2 – evaluate the likely costs and benefits of different training methods for individual
needs in a selected business.
Tesco will recognize that there are many likely costs associated with employee training and
development, these are based on both the firm itself and the individual employees. I will be
explaining the required costs and benefits of training at Tesco.
Costs:
Planning – as a multinational company, Tesco invest significant resources into developing
the company. They should do this by conducting primary research such as surveys and
questionnaires to identify the skills gap required by the employees, this will ensure that they
get the correct training in order to do their job correctly.
Program development and design - Once the training requirements are identified, Tesco
must create a training program that is appropriate for the purpose and helps both the
individual and the organization. Because the company is global, it can afford to set up a
dedicated training and development department; however, this is costly as Tesco must pay
staff members for training and preparation of training courses / materials. Each training
project has a budget that includes the salaries of the staff working on it, as well as any
resources that may be required. In addition, the organization has an online learning
platform that requires an expensive server and 24/7 IT support. All these costs add up to a
large amount of money, but Tesco is a forward-thinking corporation that understands the
value of investing in its employees.
Delivery - there is an additional charge at this stage of the training. Tesco has its own
training centres in the United Kingdom, where employees work full time to plan and deliver
training programs. While internal training can be costly, a corporation must use its divisions
wisely. Tesco as previously discovered, also uses external training for which there are
varying fees. It can cost thousands of pounds to hire an outside organization or industry
specialist to deliver training, especially if they hire professionals who are considered leaders
in the field. External training entails many additional costs, the most significant of which is
the payment for the venue. When Tesco needs a local site for a small training session, the
corporation can rent a conference room at a low cost. On the other hand, the meeting room
is not acceptable during major international training events / seminars / conferences. In
such circumstances, Tesco must rent a large area that can accommodate all members.
Another issue is a site that should be central and easily accessible to everyone. These major
events are often held in London, which means that the cost of renting and staying at a hotel
is the highest in the UK. Moreover, most employees expect their employer to pay for their
transportation and accommodation if they travel long distances or if the event lasts more
than two days. Other expenses include drinks and technology. While the cost of tea, coffee
and water may seem low, establishments tend to charge more as this is another way of
earning money. Additionally, if the event is all day long, Tesco will be required to serve food
to its employees. The use of TV screens, speakers, microphones and printers at most events
is also usually paid. All these costs can run into hundreds of thousands of pounds, so it is
very important to create a budget that covers all costs.
Another economic factor is that when staff are sent for external or internal training,
they cannot do their job. To compensate for this, management needs to encourage other
employees to work more hours, which means Tesco must spend more money on wages.
Evaluation- The final stage of any Tesco training program is an assessment, which allows the
organization to assess the effectiveness of the training and identify areas for improvement.
To evaluate a firm, ask each participant to fill out a feedback questionnaire to gather
information about what the person considers valuable, what needs to be improved, or what
is irrelevant. In addition, Tesco can use assessments to determine how successful the
program has been in delivering learning and outcomes. Gathering information is just the
beginning of the assessment process. The resulting data is analysed to identify areas for
improvement, which may include teachers, material, location, or even food served. When a
problem area is identified, the firm investigates ways to improve this component of their
regular responsibilities. The manager may request that another employee work extra hours
to make up for this.
Benefits
Improving customer service - by training front-line staff on how to deliver exceptional
customer service. Tesco ensure that its customers are satisfied and loyal to the company.
The firm invests in its employees, which makes them happier at work - research has shown
that training and development increases employee satisfaction. The satisfied staff provide a
truly exceptional customer experience, which is one of the reasons why Vodafone has such
a strong consumer reputation. This strong brand image has been critical to Tesco’s current
success.
Employee retention - Research shows that learning and developing corporate employees
has a positive effect on job satisfaction. Employees can have a significantly stronger sense of
job satisfaction as a result of Tesco’s ongoing investment, which can enhance their
commitment to their job. This reduces employee turnover and increases productivity, which
immediately increases profitability. It also keeps the best people in the company from going
over to the side of the competition.
Keep pace with the evolution of the industry - industries are constantly evolving, especially
in their style of business, so it is critical for Tesco to grow in order to keep up. It is also
imperative that the firm meets any industry standards - as Tesco is a multinational
corporation, numerous laws and regulations are regularly created or changed in different
countries. Continuous training ensures that the skills and knowledge of the staff are up
to date.
Stay ahead of the competition - inaction can undermine Tesco’s competitive advantage. By
ensuring the continuous progress of its employees, the firm ensures that it continues to
move forward and remains competitive in the telecommunications market.
Increased productivity - A well-trained employee is more productive and does better work
than an unskilled person. As a result of training, employees' skills in performing a specific
task are improved. The acquisition of ability often helps to increase both the quantity and
the quality of the product.
Stay on top of current technological advances - as new technologies are constantly being
created, providing one-off training is no longer adequate. Regular training is required to
ensure that all employees can easily and make the most of all the latest technology. This can
be achieved by developing a personalized IT training program for employees and combining
employee training with IT support. This is especially true for sales reps as customers want
them to be up to date with the latest products. If they are inept, it will negatively affect the
customer experience and will certainly lead to lost sales.
Provide In-House Promotion Opportunities - Hiring new employees entails significant
recruitment and hiring costs. On the other hand, existing employees may qualify for internal
promotion after continuing their training. Unlike new hires, they are well versed in Tesco's
business and beliefs and have the requisite skill set.
Employee morale improves - Employee morale improves when they receive good training.
An excellent training program will encourage any employee to work harder and more loyal.
Employee dissatisfaction, complaints, absenteeism and employee turnover can be
significantly reduced through training.
Conclusion- When all the above elements are considered, it becomes apparent that
employee training is costly; however, there are ways to reduce these costs. For example,
because internal training programs are less expensive, Tesco can provide more than
external training programs. However, Tesco significantly benefits from its training programs,
such as improved customer service, which builds a strong brand reputation among
consumers. A good reputation means more customers will be attracted to Tesco’s services,
leading to more revenue. This is just one of many examples of how employee training and
development pays dividends. It is preferable to view training costs as an investment in the
future of the company rather than as an expense. Finally, the benefits of employee training
can be said to outweigh the costs.

References
https://www.tesco.com/help/privacy-and-cookies/privacy-centre/tesco-and-your-
data/our-commitment/#:~:text=Providing%20the%20best%20possible
%20shopping,with%20the%20best%20possible%20experience.
https://www.tescoplc.com/
How training and development Supports Tesco (ukessays.com)
Training and Development Process of Tesco - CIRCLE OF BUSINESS
(circlebizz.com)