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Role of Tesco in the Development of Human Resource Development

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Added on  2020-01-28

Role of Tesco in the Development of Human Resource Development

   Added on 2020-01-28

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HUMAN RESOURCES DEVELOPMENTUniversityTRAINING EVENTS EVALUATION AND GOVERNMENT LEDSKILLS DEVELOPMENTNameIDUnit TitleCode NumberLecturer’s namePage 1 of 17
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HUMAN RESOURCES DEVELOPMENTTable of ContentsIntroduction......................................................................................................................................3Task 1...............................................................................................................................................3A. training programs for the development of staffs of CN Supermarket........................................3B. Training evaluation methods for training programs...................................................................6C. reviewing the success of evaluation methods.............................................................................9Task 2.............................................................................................................................................10Role of Singapore Government in developing the training development program and lifelonglearning..........................................................................................................................................10Task 3.............................................................................................................................................11Analysing the impact of competency movement over public and private sectors in Singapore...11Task 4.............................................................................................................................................12Contemporary training initiatives of UK Government..................................................................12Role of Tesco in the development of Human Resource Development..........................................13Conclusion.....................................................................................................................................13References......................................................................................................................................15Page 2 of 17
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HUMAN RESOURCES DEVELOPMENTIntroductionThe significance of training of employee never ends through adding new workers in thecompany. It is equally important to train old staffs for promoting safe, productive and satisfiedworking environment. This study deals with exploring different training programs evaluating theexisting barriers in CN Supermarket as well considering Training Need Analysis. Throughunderstanding the necessity of employee training, this study has addressed the relevant trainingand development programs evaluated with appropriate methods. Further, it has also disclosedreach of Singapore government in enhancing the training of employees through relevantprograms of training and development as well as lifelong learning. Apart from that, this studyunderlined the impact of competency movement over private and public sector employees inSingapore. Moreover, researcher has put deep focus on initiatives of UK government indeveloping contemporary training as well as contribution of Tesco in enhancing the HumanResource Development. Task 1A. training programs for the development of staffs of CN SupermarketCBT (Computer Based Training)Due to the rapid adoption of technological aspects in the society, CBT (Computer-based training)is highly significant considering the loopholes and challenges existing in CN Supermarket. Asopined by Barlow and Proschan (2012), the traditional methods of trainings are realising lesssignificant after the invention of computers and other electronic medium to share and collect theinformation about almost everything. The different variation of CBT can be regarded verysignificant in terms of training the employees of CN Supermarket.Text-only: the simple text to represent the message or to convey the message to staffs can bevery significant for establishing effective communication. There are many simple text-basedprint messages are being printed by ample of organisations for communicating with staffs.Page 3 of 17
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HUMAN RESOURCES DEVELOPMENTMoreover, through using this format, companies are presenting even the complex or complicatedinformation and concepts in easily accessible and comprehensible way. CD-ROM: another important tool to train the staff is CD-ROM that can cover wide informationand data in a single media so that employees not need the crowd for self-learning. Trainingconsultants are putting wide programs for promoting training of employees containing theirspecific need of particular department or individual. Multimedia: the advanced form of technology is redefined by the use of multimedia. However, atrainer has multiple options to convey or train the staffs such as using relevant picture, audio,video and video messages. DVD is well known format for multimedia based training.Virtual reality: it is interactive and three-dimensional format for training the employees. As perthe viewpoint of Brophy and Kiely (2010), this is the most effective method of training since itindulges live simulation of the message and concept, employees are tend to behave dependentlyon the show. However, it is often seen with hand on experience rather than the risk of realperformance. Interactive MethodFor the continuous attention and involvement of employees in the training, interactive methodprovides significant platform using different techniques at the workplace. Quizzes: quizzes are regarded very useful trick to administer the long and complicated trainingthrough producing a quiz aimed at concerned topic and target. Consultant can easily draw theattention of participants through letting them know about pre-quiz and post-quiz activity.Therefore, employees are tending to be involved from pre-quiz session in order to score better inpost-quiz session. Further, motivation of staffs can be improved through offering the awards towinner and other high scorers. Small GD (Group Discussion): the recruiting team often utilizes group discussions in order toidentify the right candidate with highest potentiality (Bhatti and Cummings, 2013). In thistraining program, each participant can get equal information or concept through sharing theinformation among them in a small group. Page 4 of 17
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