Employee Development Proposal

This document discusses the employee development program at Tesco, including its objectives, implementation plan, and training methods. It also provides a training outline and evaluation plan.

Running head: EMPLOYEE DEVELOPMENT PROPOSAL
EMPLOYEE DEVELOPMENT PROPOSAL
Student’s Name
University Name
Author note

1EMPLOYEE DEVELOPMENT PROPOSAL
Introduction
The human resource program is considered to be a valuable process to gather
knowledge and gain the essential skills required for efficiently performing in the
organization and managing the human resource capital in an efficient manner. These
human resource development programs provide a competitive advantage for the
companies and the business organization. Employees training and development program
helps to increase the productivity and drive business growth. The employees of the
organization highly benefits from the human resource development programs which are
mainly focused on developing the strategies and implementing successful learning
strategies for the employees. These programs are essential and are highly beneficial for
the employees as well as the organization. The human resource development programs
mainly focuses on providing multi disciplinary training and enables the mangers to make
a positive impact on the performance of the business. It reduces the employee turnover
rate and the organizations are able to save the time and effort incurred while developing
an unskilled workforce. The purpose of this assignment is to develop and evaluate human
resource development program used in the chosen organization Tesco. It describes the
program in details and analyzes the programs goals and objectives. It discusses the ways
of program implementation and its benefits to the employees of the organization. Further
it outlines the training program and provides description of the training materials needed
by the organization to conduct the human resource development program. Lastly, it
provides an evaluation plan for the organization which includes both short terms a long
term planning.

2EMPLOYEE DEVELOPMENT PROPOSAL
1 Brief description of employee development program
The employee development program is to make the employees more competitive in
the market operations and activities of Tesco. The employee development program is
although very common but is highly effective method for providing training and development
to the staff members at the workplace of the organization. The employees at Tesco are highly
qualified and they possess the necessary skills and knowledge for performing the activities.
However, the employee development program is designed to provide the employee with an
opportunity to enhance their working abilities and promote equality and diversity in the
workplace. The employee development program employs different learning styles which are
included in the programs adapted by the company. Tesco is a retail chain company which is
associated with grocery and general merchandise sales. The company was founded in the year
1919. The company faces stiff competition with the other retail chain sectors such as Wal-
Mart, Costco. Therefore, it plans to implement an employee development program to enhance
the performance of the employees and cope up with the arising competition in the industry. In
order to maintain its competitiveness, it has adopted a training and development program for
the employees of the organization which is aimed to help them recognize the potential and
utilize their skills and knowledge to increase the performance of the organization as a whole.
Moreover, apart from the training and development programs, the company also provides in
monetary rewards for the employees including benefit packages, flexible working hours and
other profit sharing schemes. The training and development programs will enable the
employees of the organization to learn new concepts and implement the new concepts in the
workplace. The company has adapted various individual training which provides opportunity
to the employees to acquire knowledge and skills within a short period of time. The
knowledge to be gained will be used to improve the quality of the work and improve its
quality.

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2. Program objectives and rationale
The main objectives of training and development including increasing the
productivity of the organization, improving the quality of the work, performing the assigned
work on time and reducing the time, performing the work considering safety, reducing labour
turnover and employee retention, providing adequate opportunity to the employees to keep
their updated with the latest technology and the use of modern machinery, effective
management at all the levels of the organization.
Due to increased competition in the market, it is highly essential to increase
the productivity of the organization and reducing the cost of its operations. Therefore,
training program enables the organization to utilize the current capabilities of the employee.
The customers are conscious of the quality of product and services served to the organization,
therefore training and development program will enable the employees of the organization to
learn to reduce time which is one of the main objectives of the program. Training is also
important so that the employees are better able to handle the equipments provided and
therefore will b e able to provide better service at a reduced time.
The purpose of training and development program to modify the values and attitudes
of the employees in the organization, its objective is to support and train the subordinates and
to encourage a trusting relationship among the employees of the organization, it is to break
down the restricted approach of the supervisors and the mangers of the organization and to
accept and assign sufficient and adequate responsibility to the staffs and employees of the
organization. The development program is initiated to monitor the performance of the
individual and provide them feedback so that they can evaluate their performance and
undertake necessary changes required while performing the assigned job. The rationale
behind the objectives of the training and development programs is to make a positive

4EMPLOYEE DEVELOPMENT PROPOSAL
leadership and motivation in the organization, this in turn will enable positive working
environment in the organization.
3. Implementation plan of the program and its benefits on employees
A proper training and development program benefits the employees of the
organization in multiple ways. The training and development program must have a clear
understanding which will result in increased morale of the employees, the culture of the
organization, productivity of the organization in lesser time. It will be highly beneficial for
the employees as it will heighten the standard and improve the productivity, efficiency and
profitability of the company and the employees.
The implementation planning includes:
Defining the goals and objectives of the program
The training and development program is to be clearly defines with the preset goals and
objectives which are measurable. It is to be defined considered the company’s short term and
long term goals and objectives.
Engaging with the employees
Engaging with the employees is highly effective for the acceptance of the training. This is to
ensure that the training and development program is valuable for the career of the employees.
Engaging with the employees provides them potent learning experience.
Scheduling the trimmings of the programs
For the training program to be effective, it must be focused on quality over quantity. The
timings and scheduling of the program must be set according to the convenience of the

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employees. The training methods need to be convenient for the employees. Information that
is to be provides will be shot, concise and useful. The employees will be given time to adjust
and practice their newly learned skills and answer their concerns. They are to be offered will
enough encouragement upon implementing the new programs.
Tracking the result
Upon implementation of the plan, the effectiveness of the training and development program
is to be evaluated. The post course evaluation is essential. The goals and objectives of the
training and development are to be measured after the training program is delivery with the
desired results of the organizations and the employees.
4. Training methods or HRD practices to be used, and a rationale for using them, based
on HRD theory
The learning styles that are implemented are mainly based on the perceptions of the
individuals towards the information provided in the learning and training process. The
employees are able to abstract and concrete the perceivers. Tesco implements various
learning styles and it ensures that the information is well organized and properly
communicated to the employees and the trainees. Aural learning styles are to be used which
uses music and sounds which is essential to ensure that the outcomes of the training are well
achieved. Verbal learning methods will also be used which involves spoken and written
words this will ensure that the assertions are effective. The training method will be focus on
constructive, social, situational and experiential theories as it is highly applicable to Tesco.
The employees and the trainees have the ability of learning by constructing their own ability,
skills and knowledge. Some of the trainings will learn from the experience gained while
working for the organization, the rationale behind this is to enhance their ability to deal with

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different work situations based on the experience gathered. The experiential theory caters to
the requirements of different trainees and it provides training for the specific needs. The
employees and the trainees are to be trained for team building managers, communications,
planning through the on the job training programs. Moreover, the social or situational
learning theory will involve learning while observing the actions of others and their ability to
deal with different situations. This is to be undertaken through the on the job training such as
shadowing and mentoring. The rationale behind it is it will help the organization to forecast
their performance and productivity which is one of the objectives of the training program.
Tesco is more service oriented, therefore this methods will be used to determine the time
taken by the employees to perform a particular duty and will enable the organization to
determine their productivity and the needs for the training and dev elopement program.
5. A training outline and a tentative list and description of training materials needed
Training outlines and tentative list:
The training and development program is to begin with the title of the training
program and the objectives, purpose and goals of the training are to be provided to the
trainees and employees. The specific goals and aim of the training and development program
are to be mentioned and described briefly. The key points to be covered during the process
overtraining and development program. The training materials are to be provided adequately
so that is reduced time. There are to be interactive activities so that the trainees and
employees better able to learn by observing and understanding other ability to deal with
different scenarios. The training outline and agenda are to be provided before the training,
this will benefit the trainees to gain knowledge about the training and the purpose. Precession
activities are to be held, which would include open-ended situations and questions. Various

7EMPLOYEE DEVELOPMENT PROPOSAL
case studies are to be provided to analyze the situation and enhance their decision making
abilities. Questionnaires are to be distributed using surveys, group discussion, and e-mail.
Training materials required
Aural learning styles are to be implemented therefore the training materials to be used are
videos and sound effects, flit charts. Various tools, advanced machinery, personal protective
equipments, policies and procedures, hand outs are required from the training and
development programs. There will interactive sessions, where the employees and the trainees
will enhance their communication and team building skills. For the surveys, questionnaires
are required. Furthermore, adequate training space is required, comfortable environment
conditions are required, as the training requires to build up their communication skills and
thus need ample amount of concentration. There must be sufficient lighting. Other
equipments that are required include video player, monitor, flit charts, slide projectors and
other media. There must be enough handouts and other materials for the trainees and the
employees. It must be ensured that the equipments such as the tools, machinery and other
materials are working properly for the practise and demonstration purpose.
6. An evaluation plan
An effective training evaluation plan requires preparations. As mentioned by Carbery
& Cross (2015), the individuals are expected to be self directed and pursue career that are
fragmented. Therefore, the training evaluation program must be able to provide them
opportunity to make their career choices which reflects their personal values. An evaluation
plan is important to ensure that the evaluation objectives and goals are to be in alignment
with the training and development objectives and expectations in respect to the impact and
the outcomes of the training and development program. This evaluation planning helps to

8EMPLOYEE DEVELOPMENT PROPOSAL
identify the necessary resources and the potential barriers to the process of the evaluating the
training and development program. It provides with an opportunity to get involved with the
potential stakeholders and focus on their attention to support achievements of the objectives
and goals of training. The process of evaluation needs to be carried out in systematic process.
It is important to be able to, measure the impact of the training on the trainees. The evaluation
planning involves acquiring feedback about the training from the employees and the trainees.
The trainees are to be provided with survey questions and a feedback about the training
objectives. The issues are to be addressed concerning achievements of the course objectives,
whether the training was relevant to the topic to the needs and requirements of the learners,
the level of satisfaction with the trainer and the level of satisfaction with the facilities and,
materials provided during the process of training. The trainees are to be provided with survey
questionnaires and ask from them feedback about the how well the process of training were
carried out and how well the training and development programs met their needs. The
feedback that is accessed from the trainees needs to be analyzes and improves the
instructional design and the delivery. The outcome of the training and development program
are to be measured with the training program objectives and goals.
Conclusion
The study has analyzed that that the human resources development program helps to
increase the productivity of the organization and enable the business to grow. The employee
development program of Tesco implies training and development program for its employees.
This is highly effective method for providing training and development opportunity to its
employees. The adopted training and development opportunity is provided to the employees
to implement new concepts in the workplace and enhance the productivity of the
organization. The main objective of training and development opportunity is to improve the

9EMPLOYEE DEVELOPMENT PROPOSAL
quality of the performance of the workers. The training and development program is
necessary to cope up with the increased competition in the market. Therefore Tesco provides
training and development program to provide better service to the customers at a reduced
time. The purpose of this training and development is to modify the values and attitudes of
the employees in the organization. The objectives and purpose of the training program has
been described in details. The implementation plan of the training and development program
includes defining the goals and objectives, engaging with the trainees, scheduling the time of
the programs, the results of the program are to be evaluated. The training methods and the
practices of Tesco have been described. The training program outline has been provided; the
material required for the training program has been mentioned. The evaluation plan has been
provided. It analyzed the importance of the evaluation plan and the process for evaluating the
program has been analyzed.

10EMPLOYEE DEVELOPMENT PROPOSAL
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