BS/FO/76

Institute of Personnel Management Sri Lanka

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 Content
Page

Executive Summery 3

Problem Statement 4

Literature Review 5

Implementation 7

References 10

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 Executive Summery
Tesco is the largest British retailer and is also the world’s third largest grocery retailer.
It was started by Mr. Jack Cohen. He selling groceries from a stall in the East end of
London. In 1929, the first Tesco store opened in north London.

Tesco has net profit of around £3 billion. Tesco’s main aim is ‘to serve the customer’ .
Customer satisfaction is the most important fact. Tesco services

 Banking
 Insurance service
 Electrical goods
 Telephone equipment

Tesco has 280,000 employees in the United Kingdom and over 460,000 world wide.

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 Problem Statement

1) Explain the difference between training and development. How have changes
in customer expectation affected Tesco and its need to train staff

2) List the methods of training carried out by Tesco. Describe how training needs
are identified.

3) Analyze Tesco’s method of developing its employees. Consider the strengths

and weaknesses of such a programme.

4) Evaluate the benefits for Tesco in providing a structured training programme.

To what extent do you think the training has achieved a return on investment.

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 Literature Review

Training and development is very important to enhance employees skills and

attitudes. It will directly affect to the performance of the organization.

Training is a systematic process of developing knowledge, skill, attitudes and

technology needed to assist a person to perform better in his present job and the
Development is preparing the employee for future job responsibilities.

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Training is about gaining the skills needed for a job. These may be learned at the place
of work (on-the-job) or away from work (off-the-job). On-the-job training tends to be
more cost-effective and relevant. However, off-the-job training is usually carried out
by professional trainers. It also occurs away from the distractions of work.

Objectives of Training and development

 Increase job satisfaction and morals among employees

 Increase employee motivation
 Increase efficiencies in processes, resulting in financial gain
 Increase capacity to adopt new technologies and methods
 Increase innovation in strategies and products.
 Reduce employee turnover
 Enhance company image

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 Implementation

Explain the difference between training and development. How have changes in
customer expectation affected Tesco and its need to train staff ?

Training forecast for current job, but development forecast on future job
responsibilities.

Training Development
Focus is on the current job Focus is on future job responsibilities

Temporary in nature More permanent in nature

Usually short term Usually long term

Enables the employee to perform better Enables the employee to perform better
in the current job in future jobs

Tesco Company accomplish ‘one stop shopping’ which means customer can meet their
purchasing needs from one place. They have diversified their business such as Banking,
Insurance service, Electrical goods, Telephone equipment and airtime. Tesco opened
new branches which based on population.

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List the methods of training carried out by Tesco. Describe how training needs are
identified?

Tesco has used two method of training

1) On the job training

2) Off the job training

On the job training includes

 Shadowing – a person already in the job shows the employee how to do it

 Coaching – a manager or designated colleague will help trainees work through
problems and inspire them to find solution
 Mentoring – A more experienced member of the staff acts as an adviser
 Job rotation – The trainee has the opportunity to cover their work on a
temporary or limited basis

Off the job

Tesco organization use their qualified staff to train other staff member or the get
outside qualified trainers to train their staff

Identifying Training needs

First of all they setting the targets to achieve and after that they identify training
needs.

Tesco organization asks employees to write down three things they believe they are
good at and three thing they believe they could do better , In that method they get a
understand what kind of training they need or not .

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Analyze Tesco’s method of developing its employees. Consider the strengths and
weaknesses of such a programme

Strengths and weaknesses

Strengths
Tesco’s development programme helps employees to improve their knowledge
Skills and technical ability. Having Motivated employees in the organization is the
main strength to the Tesco Organization.

Weaknesses
In the Tesco’s program there are some disadvantages. In some market Tesco has
exposed to macroeconomic difficulties. They are not adapt to that market very
well.

Tesco’s structured training programme

This is techniques and methodologies. In here they enhance and feel free to do a
better job. Structured training is for achieve the business objective.

Benefits of Structured training programme

 Providing quality service

 Employees efficiency will be increased
 Managing time
 Will be able to deal in any situation

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 References

 Handouts By IPM

 [Link]

 [Link]
retail/[Link]#axzz3fVDW6ki1

 [Link]

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