Training – essential where an individual needs to learn certain skills in order to do their

job
Development – follows after training and will be a part of an agreed plan over a set
time period

P1 – How might a business train it’s employees to increase profit?

A business will use training to increase profit, this is benefical as if we train people and
spend money on training then, they will produce more work, and will stop people from
leaving. Tesco PLC uses training to fulfil businesse objectives. There are 4 main
reasons for training, these are : strategic, operational , individual and departmental.
STRATEGIC:
This outlines the actions and decisions a company plans to take to reach its business
goals and objectives. This defines what the business needs to do to reach its goals and
objectives. This contains increased profits, increased turnover and market leader.
Increased profits:
Tesco can increase their profits by launching different changes to the company. One of
these is opening up “jack’s stores” . this was launched in 2018 , to celebrate the founder
– jack cohen, and to gain a knowledge of running a store with a low cost operating
model. This has allowed tesco to become more competitive ,efficient and strengthen the
value they offer to customers. This will benefit the business as it gives them a chance to
provide their customers with the best customer experience.
Increased turnover:
Tesco can increase turnover , by improving their sales volume, this would not only
increase customer services but also secure their customer loyalty. Sales training would
also improve sales as it makes sure that their job is completed effectively.
Market Leader
Tesco could increase makret share by increasing their sales volume, this would allow
them to create new products , and offer new services. It would also determine how the
business operates, and tesco could encourage their staff through a development
programme.
OPERATIONAL:
Refers to the activities that businesses deal with daily to increase the value of the
enterprise and earn a profi, this includes ; productivity , health and safety , workforce
flexibility , modern technology , legislations, internal promotions, employee motivation
and performance.
Productivity
Measures how efficently production inputs are being used in an economy to produce a
given level of output. Increasing productivity would lead to tesco’s employees producing
better quality service to provide to their customers, which would improve their revenue
and growth. Giving staff profuctivity training would ensure that they can improve their
efficiency and skills so they can produce better quality work.
Health and safety
According to the health and safety law, employers have a duty to consult with their
employees, or their representatives, on health and safety matters, so by having health
and safety training you are proving your employees with up to date information and
allowing them to improve their current training.
Workforce flexibility
Having a flexible workforce, is beneficial to Tesco as it allows their staff to be optimised
when needed, this means that they can be dependant on different members of staff ,
depending on what task needs to be completed, this usually includes full time , part time
and temporary employees for tesco (christmas temps). Tesco could train their
managers to help them deveop their performance management through manergerial
training and then train their employees to help improve their communication with
communication training. This could be done using interpersonal skills.
New technology
As tesco operates both physically and online , they are mostly going to be using
technology, so its important for their employees to be trained to understand how their
online systems work and ensure that they can be used efficiently.
Legislation
his is a set of laws put in place
Legislation is a set of laws put in place by the government to protect businesses,
employees, and
consumers. Businesses must operate within these laws to ensure the fair and safe
treatment of any
party involved with a business. There are several types of legislation that businesses
must follow which
are Employment law which involves keeping employees safe and those employers are
fair. Consumer
law involves protecting consumers and anyone purchasing products and services.
Intellectual property
laws involve protecting ideas, creations, designs, names, and logos
Internal

Legislation is a set of laws put in place by the government to protect businesses,

employees, and consumers. Businesses must operate within these laws to ensure the
fair and safe treatment of any party involved with a business. There are several types of
legislation that businesses must follow which are Employment law which involves
keeping employees safe and those employers are fair. Consumer law involves
protecting consumers and anyone purchasing products and services. Intellectual
property laws involve protecting ideas, creations, designs, names, and logos.

Internal promotions
Internal promotion is when staff are compared to their colleagues who either have, or
have not, been promoted to the same level in order not to disrupt the internal
“ecosystem” of the department and be compared to others who are going for the same
promotion, at the same time. Internal training methods involve the use of the company's
own resources and expertise to develop and deliver the specific type oftraining. It is
cost-effective, informal, and brings improvement in the existing training methods and
employee communication.
Motivation and Performance
Appraisal systems measure employee performance against previously agreed goals,
set future objectivesand give staff guidance on their developmental and training needs.
Improving motivation and performance by giving effective feedback and praise to the
employees could help tesco provide better quality goods and services and enhance the
overall performance of the company.

DEPARTMENTAL
Used to describe the activities, responsibilities or possessions of a department in a
governement, company or other organisation. This includes meeting sales targets and
meet customer service targets.
Meeting sales targets
This is the number of products you need to sell in order to make a desired profit. This
would help tesco and their staff to set goals and to encourage them to persue incentives
and bonuses that motivate and reward , as well as challenging and improving overall
store sales performance. This will also give the ability to upsell and cross sell
Meeting customer service targets
This target measures progress on a long term objective of good quality customer
service. Tesco pledge to ‘Serving Britain’s shoppers a little better every day. This gives
them the opportunity to see what they can improve on to ensure that they exceed
customer expectations, improving their customer loyalty.
Individual
As time moves on Tesco would continue to change and develop, as well as external
factors that could impact the business, so individuals would need to enhance their skills
and knowledge. This could include new job roles and a new range of products and
customers.

New procedures
This means that the staff’s roles and responsibilities could change as well as external
factors, which could mean that staff would gain new skills or develop their current skills
that they have.

New job role

When staff are promoted, they tend to take on more tasks which could mean that they
would have to acquire new skills and develop current skills as mentioned above, this will
allow them to undergo knowledgeable training which prepares candidates to handle
more responsibilities and duties, in order to become more eligible.
New equipment
Since Tesco manufacture their products, they are constantly introducing new
technology and equipment to their staff members, so they then need to train their staff
to use their new technology.
New product / service
If Tesco are constantly training staff, then it will lead too little to no confusion when
competing tasks and products. They should not only improve their training but also their
knowledge about the products, so they can upsell to customers.
New range of customers
Tesco have diversified their products in order to appeal to their target market. An
example of this would be their different ranges, such as Tesco finest, everyday
essentials and Tesco own brand. By introducing these it attracts customers and
increase sales.
P2 – describe how a selected business identifies training needs.
- Cost and time – a counterproductive to offer training to individuals who do not
need it or offer the wrong kind
- Enables a review of current skill levels of staff which identifies skills/knowledge
gaps in the business.
- Looking at new skills
- Help direct resources to areas of greatest priority
There are three stages of TNA, these are, review, identify and develop.
Stage one – review
A TNA reviews the current skill level of staff, this should be done across the entirety of
the business to identify the current skills , behaviors and knowledge within the
workforce. This will highlight the skills and knowledge that may have gone unrecognized
and highlight any gaps, training can then be designed to meet the needs of individuals
to fulfil their current or desired role, some methods that are used through a review are:
- Direct observation
- Questionnaires
- Consultation with person in key position
- Interviews
- Focus groups.
- Assessments / surveys
- Work samples
- Interpret key performance indicators
Performance analysis (appraisals)
This technique is used to identify which employees need the training, the interview
managers and supervisors look for performance measures such as target goals. Some
sources for performance data is , quotas , turnover targets and spoilage and accidents.

Stage two – identify.

This identifies knowledge or skills gap within the business or at an individual level , once
the review is complete the results can be compared to skills, knowledge and behaviors
needed for the business to operate successfully and the needs of individual
departments or areas of the business , it can also be used to identify and address any
standards of work not being met.
Stage three – develop.
What skills are needed to take both the business and employee forward , once we
review and identify , we develop a strategy to improve
- Personal development plans
- Training courses
- Shadowing programs
- Mentoring programs

Types of training:
Internal training – also called on site training , it is training that employees receive
whilst working on the job, they can serve a number of purposes , employers offer
training to new employees to teach them how to perform correctly in their jobs .
Some examples of this are:
- Apprenticeship programs
- Job instruction programs
- Planned progression.
- Job rotation
- Creation of assistant to positions.
- Temporary positions
- Coaching – must be trained with the right coaching skills required.
- Mentoring – someone who can act as a role model, and is able to share their
knowledge
Advantages of internal training:
- Easy to set up as you already have everyone and everything that you need,
because of this , its also quicker and cheaper to organize.
- A senior member training junior team members can help build relationships and a
team dynamic , the person conducting the training session may even learn
something new from their junior team members.
- Internal training sessions don’t just inform new hires or offer refreshers to old
team members. They can also reinforce the tutor’s knowledge and help them to
find any gaps in it, discovering these gaps in their knowledge means that they
won’t get caught out in the future.
Disadvantages of internal training:
- Internal training adds extra burden to company administration – the company
must accommodate suitable training facilities and training materials as well as
suitable candidates for the training, this may be difficult to execute.
- Some of the employees may feel that balancing their work and training is an
added pressure or distraction- this may lead to a temporary degrade of
performance at work.
- Internal training can be forgotten if not regularly kept up with , employees may
not take the training seriously and if that happens then this training will fail to
benefit the company.
External training:
Also known as off the job training is provided from outside the manager’s office or
business premise using external consultants, specialists or organization, some
examples include
- E-learning/ online learning vocational and professional courses
- Conferences
- Seminars
- Workshops

Advantages –
- External training sessions break up groups, think and offer a fresh perspective on
how things are done. This can have a dramatic effect on company culture.
- They also give teams a chance to learn from industry experts they help
companies to snap out of their traditions.
- Future proof’s teams and company’s knowledge because they’re learning from
someone whose job it is to pay attention to industry trends.
- These tutors are also experiencing working with dozens – if not hundreds of
businesses, giving them more experience and helping them to pick up on
patterns that they can share training.
Disadvantages
- More expensive than inhouse training
- It can also take longer to organize.
- Sessions online are limited.
Which 0ne is better? - neither is better than the other, businesses need to consider the
options
Costs involved with training –
- Planning
- Program development and design
- Delivery
- Evaluation
- Time

M1 – the benefit of this type of training and how it might positively impact a
business.
By having training take place in Tesco, it allows many employees to acquire the
necessary knowledge within a short period of time, this knowledge is then used to
improve the quality of work done in the organization and produce results based on their
training. This training will positively impact Tesco as it allows them to consistently be
updating knowledge. It also will increase staff motivation, productivity, and the quality of
work, if staff know what they are doing then they are likely to be more motivated, which
will increase skills and the profit of the business. They are also less likely to leave the
company, as they build relationships with their managers and fellow employees, making
their working experience more enjoyable which will hopefully make them more likely to
stay within the business and ensure that they are more likely to remain in the business
for longer. If staff are properly trained then they are more likely to complete their job with
little to no error, as they have completed the necessary training for their jobs, which will
lead to a decrease in staff turnover and allow employees to build closer relationships
with their staff. This will impact Tesco as it will allow them to have all trained staff which
will increase sales and their overall profit and revenue.
D1 – evaluate the contribution that training, and development make to fulfilling
the objects of the selected business.
How has training and development positively contributed towards the business, this is
beneficial to the business, as it allows you to become more successful within your
business. This is beneficial to Tesco as it allows them to correctly train their staff and
allows them to gain knowledge to do their job, they also can become more efficient,
training has beneficial to Tesco, it improves modifies values and attitudes for staff,
break down the restricted the approach of managers and allows them to accept and
assign the responsibility. Tesco also offer long term programs for development; it offers
workshops focusing on both leadership and effective skills. They have a development
plan that allows employees to carry out their own analysis. Recruiting new staff is more
expensive than retaining existing staff, so for Tesco, retaining staff is extremely
important, development also helps raise the level of employee motivation. Motivational
theorists state that if people are given skills to do their jobs well then the support to grow
their abilities and greater responsibility; this makes them more effective. Tesco require
staff who can be flexible and who can become accustomed to change. It also needs to
ensure it has the right quality of staff to build its management team of the future.
Development is important at Tesco as it allows them to monitor individual performance
to give feedback and allows them to operate under clearly defined objectives at all
levels of operation, this will hopefully create a positive leadership and motivation, which
addresses parochialism and to discourage departmental challenges. Training and
development have negatively impacted Tesco, due to their costs to train staff. If staff
have completed the required training but still haven’t become confident in the skills, then
the company will have to pay out more money to further train them so they become
more confident with their tasks that are set by the company. In the future, I would
recommend that Tesco would ensure that all staff are 100% confident with the training
before they finish it, to prevent their costs from increasing, as well as providing them
with the right resources to turn to if they become unsure.
P3 – describe the different types of training and development used by a selected
business
Training can take place in different places and be conducted in different ways to suit the
needs of the business.
Internal training – receives it from employers whilst working on the job, they also allow
the organization to use skills and expertise that exist within the business. Individuals
employed by the business to deliver training, this is either as a trainer or just part of their
existing role. These individuals will have a very good understanding of the business and
be able to communicate messages related and be able to communicate messages
related to the business’ objective.
Types of internal training:
- Apprenticeship programs
- Job rotation
- Shadowing
- Coaching
- Mentoring
- Acting roles
- Progression schemes
- Peer training
Advantages of internal training:
- Easy to set up as you don’t need to externally hire someone, you have all the
staff required for the tasks. It’s also quicker and easier and can be easier to
organize.
- A senior team member training junior team member which can help build
relationships and a team dynamic.
- Can be tailored to the business’s needs.
- The person conducting the sessions could potentially learn something new
External training – also known as off the job training and is provided externally using
consultants or specialists, this may be chosen when they are introducing a new
process, system or equipment to their business and do not have the expertise to deliver
internally. This will likely take the form of individuals attending training course or similar
activities away from their everyday place of work.
Types of training:
- E – learning
- Vocational courses
- Seminars
- Conferences
- Workshops
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)