Learning and Development Strategies at Tesco

This assignment delves into the learning and development initiatives implemented by Tesco. It examines various training programs, learning styles, and organizational learning theories applied within the company. The analysis aims to evaluate the effectiveness of these strategies in enhancing employee skills, boosting productivity, and contributing to Tesco's overall success. The assignment draws upon academic research, industry best practices, and real-world examples from Tesco's operations.

Running head: HRD 0
Human Resource Development In Action

HRD 1
Table of Contents
Introduction................................................................................................................................2
Task 1.........................................................................................................................................3
1.1 Learning Styles’ Comparison...........................................................................................3
1.2 Role of Learning Curve and Significance of Learning Transfer in Workplace of Tesco 4
1.3 Significance of Learning Theories and Styles While Designing and Formulating a
Learning Event for Tesco.......................................................................................................5
Task 2.........................................................................................................................................6
2.1 Comparing Training Needs of Employees at Different Level.........................................6
2.1 Advantage and Disadvantage of Different Types of Learning Styles..............................6
2.3 A Systematic Approach to Planning a Training Event for Tesco....................................7
Task 3.......................................................................................................................................10
3.1 Evaluation Form to Determine the Staffs’ Learning Outcome......................................10
3.2 Analysis of the Response Collected Through the Evaluation Form..............................11
3.3 Assessment of the Success of Evaluation Form.............................................................12
The Future of Skills and Lifelong Learning in the UK............................................................13
Conclusion................................................................................................................................16
References................................................................................................................................17

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Introduction
Human resource department is a function within a corporation which focus on managing,
recruiting and directing the people who work in the company. This department deals with
issues regarding performance, compensation, development, safety, incentives, motivation,
training and many others. The primary focus of HRD is to select the right person for the right
job. It fills the bridge between management and employees and also resolves organisational
conflicts. The HRD plays a strategic role in supervising and directing the human capital and
environment of a firm, to assist in the achievement of its objectives.
This report will focus on the HRD of “Tesco PLC” and provide planning regarding the
training and development of its staff. Tesco PLC is a British international retail and general
merchandise company which was incorporated in 1919, and they have more than 476,000
employees in their 6553 stores. The report will plan and design a training and development
model for the employees of Tesco. Further, the report will evaluate and review the success or
failure of the training event.

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Part 1
Task 1
1.1 Learning Styles’ Comparison
Based on the knowledge and skill of the learners, Tesco can adopt suitable learning style for
its employees. Four learning styles can adapt by Tesco which will assist in improving their
employees’ productivity, which includes visual, read-write, auditory, and kinaesthetic
learning style (Yamazaki, 2005).
Learning styles Concept
Visual learning style Visualising the concept and theories of
learning makes it easier for the employees to
understand and retain such information.
Tesco can use charts, graphs, video or other
visual imagery to train their employees
(Gilakjani, 2011).
Read-write learning style Tesco can also use books, articles, journals,
or other written sources to provide an in-
depth view to their employees regarding a
particular task (Fleming, 2009).
Auditory learning style The hearing and listening ability is a primary
requirement for better understand a particular
task. The employees are required to active
listen to the instruction or process provided
by the trainer (Akbulut and Cardak, 2012).
Kinaesthetic learning style This style uses role play, physical activities
or real machines to teach the employees a
specific task. Physical interaction of learners
is the critical requirement of this learning
style (Gilakjani and Ahmadi, 2011).
Along with individual learning style, the organisational learning styles also necessary for the
development of a company. As per Schmeck (2013), the individual learning style provides
training to employees to improve their productivity, and on the other hand, organisational
learning style includes training that is necessary for the efficiency of business operations.

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1.2 Role of Learning Curve and Significance of Learning Transfer in
Workplace of Tesco
Learning curve describes the rate of a person’s growth in attaining new skill or knowledge; it
shows the continuous improvement which is acquired due to the experience. According to
Anzanello and Forliatto (2011), the employees can learn a new task by experience and
learning curve assist in improving their focus on the development of a specific skill, which
adds more value to the employees’ work quality. The learning curve assists a corporation in
achieving its organisational objectives. In case of Tesco, the employees have to address
various challenges due to ever-changing business scenarios and market trends.
Lapre and Nembhard (2011) stated that the learning curve of the employees gets affected by
these challenges, and it can adversely influence the technical, managerial and business skills
of the company. To face these issues, Tesco can provide continues assessment to its
employees that will improve their skills. In this aspect, the knowledge transfer between
employees is necessary during the business operations. The transfer of knowledge or skill
does not regard the marketing communication instead sharing the necessary tactics and
knowledge with the employees as per the requirement can positively influence the learning
curve of such employees.
Figure 1: Actual learning curve

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1.3 Significance of Learning Theories and Styles While Designing and
Formulating a Learning Event for Tesco
Learning the necessary knowledge regarding market trends can assist Tesco to cope up with
the modification in an efficient manner. There are multiple learning theories which can
positively influence the business of an organisation such as Myer Briggs, Honey & Mumford,
and Kolb’s theory. As per Beer and Eisenstat (2000), the implementation of learning theory
in a company depends upon the decision of human resource department of how fast they want
their employees to adopt as per market trends. Therefore, the HRD of Tesco should analyse
the expectations and capabilities of their employees before implementing a learning style
theory. As per the study of Palmer (2005), to implement an effective learning event, Tesco
should examine and apply various learning style theories for its employees. The learning
event can have a significant impact on the achievement of organisational objectives along
with improvement in the capabilities and productivity of the employees in a broader manner.
Therefore, proper evaluation of learning styles theories is necessary to implement an effective
learning event in the workplace of Tesco.

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Task 2
2.1 Comparing Training Needs of Employees at Different Level
Tesco PLC has multiple departments where the training need is different from one another.
Below mentioned are the primary divisions and their training requirements.
Managerial level Operation level Consumer service level
The managerial staffs are
required to train so that they
can improve their practical
skills, the procedure of
decision making, and
teamwork skills.
Both on the job and off the
job training is necessary to
ensure that they can help and
encourage the employees in
an efficient manner
(Olaniyan and Ojo, 2008).
The training is required for
operation level because it
assists them efficiently
reviewing the performance of
employees and provides
feedback to other executives
such as line manager. Tesco
can train line managers to
ensure that they motivate
employees to perform more
efficiently and encourage
them to provide full effort.
Training is significantly
essential for the employees
of customer service
department because it will
help them manage the queue
in an efficient manner which
will reduce the time in
checkout and improve the
satisfaction of customers.
The training is also necessary
for employees because their
manner influences the
customers’ satisfaction in a
company. Training can
improve the services which
will satisfy the customers
visiting the stores or ordering
online.
2.1 Advantage and Disadvantage of Different Types of Learning Styles
There are various merits, and drawbacks of different learning style methods and a company
have to analyse such factors before implementing them into their organisational structure. As
a newly appointed HR manager, the following are the advantages and disadvantages of
learning styles for Tesco:
Training methods Advantages Disadvantages
Performance appraisal This method will allow the
employees to determine the
gap between their skills and
the knowledge required for
performing their task, which
will assist them in improving
their abilities (Arends,
The employees may get
demotivated by finding the
gap in their knowledge.

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2014).
Workshops The workshop will provide
all the necessary learning
material that an employee
requires to perform his/her
job with more efficiency and
higher productivity (Kolb,
2005).
Depending upon the learning
material, the cost of setting
up the workshops can be
significantly high. The
company might not get the
result they desire from their
employees when compared
to the cost of workshops.
Performance coaching In this training method, the
ability of the employees will
be assessed by a trainer. The
trainer will identify the areas
which require improvement
and provide employees the
necessary training to
improve their productivity.
The assessment conducted
by the trainer or the result
submitted by him can be
biased towards the
employees based on the
trainers’ preferences. It is
necessary that management
ensure that the trainer is
correctly assessing the
performance of employees
and favoritism is not
happening in the results
(Julie Yazici, 2005).
2.3 A Systematic Approach to Planning a Training Event for Tesco
Training Need Analysis
The training and development program of Tesco focus on improving skills of employees so
that they are able to provide excellent services to the customers and professionally perform
relevant tasks. Tesco is a large corporation, and it opens its stores in new locations which
required its employees to adapt as per different demands made by customers which increases
requirement of the training program. For example, in highly populated diverse areas the firm
has to sell specialised goods in order to meet customers’ demands, therefore, the company
required a clear understanding of customer profile in the market. The training needs of the
company are recognised by identifying the gaps in skills and knowledge of the employees.
Most employees have a wide range of skills, and it is necessary that the firm evaluate its
performance so that any possible skill shortage is estimated. Gaps in employees’ skills and
knowledge are identified through personal development program. Managers and employees
negotiated with each other for finding new ways to filling those gaps.

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Training Objectives
Following are different training objectives that are identified through training need analysis.
 Customers are most important for Tesco, and their demands change rapidly. It is
necessary that employees are able to provide excellent and professional services to
customers by clearly understanding customer profile in different markets.
 The main objective of the company is to expand and diversify its business into new
markets, and effective employees’ skills are required to achieve that target. Training
program ensures that right person is working at the right place right time.
 While working in store or back office, employees are required technical skills and
competencies to perform their duties effectively.
 Employees are able to work flexibly with changing market and customer
requirements.
Designing the Training
Step 1: Managers should conduct training need analysis by identifying customers’
requirements and employees demand.
Step 2: Identification of training objectives by analysing gaps in employees’ skills.
Identification of Required Competencies + Identification of Current Competencies = Gaps in
employees’ skills
Training Need Analysis
Identification of the Training objectives
Establishment of Training Programs
Implementation of Training Program
Evaluation and Monitoring of Training Program

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Step 3: Implementation of a training program by selecting of training methods
Step 4: Evaluation of the training program
Development
The training program must be developed after analysis of gaps in employees’ skills and it
involves practical initiation of training procedure based on the training design.
Implementation
Training Methods Design
On the Job  Provided by experienced employees
 During workers’ shift
 Explanation of roles and
responsibilities by relevant managers
Off the Job  Coaching from professionals
regarding how to deal with employee
and effectively fulfil their demands
 Training should be given in batches
 Different role-playing and stimulation
exercises
 Timing should be one hour before
ending of workers’ shifts
Evaluation
 Collection of feedback from employees regarding trainer’s skills
 Feedback from trainer regarding workers’ competencies
 Self-refection from the employees regarding their understanding of the training
 Simulation exercise for the employees
 Case study based assignments to expand their horizon in learning development

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Task 3
3.1 Evaluation Form to Determine the Staffs’ Learning Outcome
This form will be filled by 30 employees who took part in training.
Evaluation Form
Questions Satisfied Not
Satisfied
Q.1. Are you satisfied with the reaching method of the trainer?
Q.2. Are you satisfied with the knowledge of trainer?
Q.3. Are you satisfied with the tools used in training?
Q.4. Are you satisfied with the new techniques of working taught
by the trainer?
Q.5. Are you satisfied with the knowledge you gained in training?
The result of the training and development program and the performance of trainer are
necessary to be adequately evaluated by the HRD to determine the success or failure of the
program. In case of Tesco, the five-tiered approach is most suitable for the evaluation. The
steps followed by the HRD include need assessment, monitoring or the session conducted,
the progress of the procedure, clarification from the participants regarding the program, and
influence of the program on employees’ development (Jacobs, 1988).

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Figure 2: Five-tiered approach
The five-tiered approach is most suitable for Tesco for correctly evaluating the feedback and
progress of the training and development programs and the performance of trainer from the
perspective of the employees. The impact of training and development program over the
management and customers should also be evaluated in-depth by Tesco, and its application of
training knowledge in real life by the employees should also be analysed. Other than
employees evaluation form, Tesco’s HRD should also evaluate customer satisfaction and the
response of management regarding the training program.
3.2 Analysis of the Response Collected Through the Evaluation Form
The above-mentioned evaluation form is used for collection of feedback from employees who
participated in the training program. The evaluation focuses on estimating the effectiveness
of the program which was conducted by the management for improving employees’ skills
and competencies. The Kirkpatrick model is used which divide the evaluation into four levels
which include reaction, learning, behaviour and results. The feedbacks were collected from
30 employees who participated in the training program.
Reaction: The reaction of employees who participated in the training program has been
observed for determining their satisfaction level. Employees were eager to learn about
company’s rules and regulations, and they showed interest in training courses.
Learning: Trainees learn regarding customers’ demands and how they can provide excellent
services to meet such demands. The feedback which was taken from employees showed a

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positive learning curve after the training program was completed. Trainees provided positive
feedback regarding the trainer’s skills and overall learning experience.
Behaviour: Trainees behaviour assists in determining the effectiveness of the training
program. New recruits gained basic knowledge regarding the company’s rules and
regulations, and they were behaving according to the policies. Trainees were interactive
during the training program, and most of them participated in the activities as well. This
determines that behaviour of employees were positive during the training program.
Results: The results assist in determining the effectiveness of training program. The results
obtained after the training program are measured with previously determined standards which
showed impressive and successful results. Trainees are more confident and satisfied because
of new techniques and skills that they learn. Overall trainees are satisfied with the training
program, and it has a positive impact on their performance.
3.3 Assessment of the Success of Evaluation Form
Various methods can be implemented by Tesco to examine the success of evaluation forms
such as Kirkpatrick model, ROI model, and CITO model. The Kirkpatrick model is adopted
in this case which involves four levels, i.e., reaction, learning, behaviour, and results (Bates,
2004). The management provides multiple training exercises to the employees in training
procedure. The Reaction of employees proves how well they are attaining the information.
The learning curve measures the improvement in employees’ skill and knowledge after the
program. The behaviour of employees was positive towards the trainer and the results
provided a positive outcome. Therefore, the training program was a success for Tesco PLC
since it assists the development of employees along with increased customer satisfaction
rates.

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Part 2
The Future of Skills and Lifelong Learning in the UK
Tesco PLC is a British multinational retailing chain which mostly operates in the United
Kingdom. According to Schuller and Watson (2009), the government has introduced a
number of initiatives which focus on developing the skills and provide lifelong learning
support to remove the obstacles of employability of the people who have fewer opportunities.
These initiates concentrate on improving the digital skills’ ability of employees; the
government collaborates with those companies which require employees with digital skills
and supply the trained individuals to them. As per the study of Field (2000), the government
provides training tools to the organisations such as Tesco because they did not implement and
training program due to lack of financial support. On the other hand, Tesco is one of the
largest retail chains in the UK which highly contributes to the economy of the United
Kingdom. Therefore, it is the responsibility of the UK government to take the initiative for
the betterment of the infrastructure and training development in the company. Smith and
Spurling (2001) stated that along with infrastructure, the government should also concentrate
on providing lifelong learning facilities to the employees of Tesco and other organisations.
The continuously changing market trends motivate the employees to focus on lifelong
learning since it aid in their overall development.
In this aspect, it is the responsibility of UK government to bear the cost of implementing
lifelong learning program in Tesco to ensure that economic growth in an effective manner.
According to Biesta (2006), in case of the lifelong learning program and up bring the skill
and knowledge of employees; it is necessary that the government is investing a large number
of resources in the training and development programs conducted by multiple organisations
in the United Kingdom. The workforce of a company is significant assets which aid in
improving the quality of products and also the overall growth of a corporation. Hence, the
government should closely monitor the procedure of training and development programs and
also assist companies in improving the learning programs by providing necessary investment
for essential tools and machinery for the programmes. Field and Leicester (2003) provided in
their book that the skills and knowledge of employees are vital for an organisation to enhance
their performance and cope up with the ever-changing market trends. The government of
United Kingdom is liable to provide essential investment to the British companies for

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learning programs. The investment in training and development program also increase the
degree of intense competition between corporations which is beneficial for the economy of
the country and the customers.
Competence of a person defines his/her ability to perform a particular job correctly. David
McClelland first introduced the competency movement in the 1960s (McClelland, 1973),
which focus on improving the skills of workers to improve the quality of products and
smooth implementation of market trend in the corporation. The introduction of competency
movement has influenced the thinking of organisation towards the development of their
employees’ skills and knowledge. The companies in private and public sector are focusing on
the improvement of their employees’ abilities to improve the quality of their product and
services and also updating as the change in market conditions. As per Kaslow et al. (2009),
the updated skills and knowledge of employees provide a company competitive advantage
over other competitive corporations in the industry because they are able to upgrade their
product and services quickly as per the ever-changing requirements of the customers. The
continued improvement of the employees’ skills and knowledge can be considered as assets
for the company which is necessary to be maintained by both the private and public sector
corporations.
As per the research of Lynch (2007), the private sectors corporations invest a large number of
resources on providing training to their employees to positively influence their learning
curve. For example, Deloitte is a private corporation situated in the UK which provides
services of auditing and consulting to its clients, and they also invest significant capital in
developing their employees’ skills and knowledge. They prefer to maintain a steep learning
curve for their employees to ensure that they remain updated as per the requirement of the
industry and as per the market trends. According to Van Dooren, Bouckaert and Halligan
(2015), modern public corporations are also focusing on the development of their employees’
skills and knowledge for improving the quality of products and also efficiently fulfill the
marketing principles. For example, East Coast Trains Corporation is continuously providing
training and development facilities to their employees. The training encourages employees to
work with higher productivity, and it also helps them update their work as per the
requirement of the market trends. Therefore, both the public and private sector are influenced
by the growth of competence movement which helps them gained higher success in the
market.

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The contemporary training initiatives started by the government of United Kingdom focus on
providing training and development to the employees which assist in improving the economic
condition of the country. According to Storey (2007), the government of United Kingdom has
established various incentives of training and development for the employees of Tesco PLC
to strengthen the prospect of the company and to improve their contribution to the economy
of the country. The government of UK plays a significant role in designing the lifelong
learning program for the employees of Tesco. The organisational environment of the firm is
evaluated by the government to assess the vulnerable sections which require the provision of
learning and development. The government establishes quick and short training session
which is created after analysing the shortcoming in the business environment of the
corporation. The annual report of Tesco gives evidence regarding continues effort contributed
by the company in order to improve their efficiency in customer services (Lindgreen and
Hingley, 2003).
The improvement actions taken by the company provided them the title of “Champion for
customers”. The assistance provided by the government of united kingdom regarding the
training and development of employees help Tesco in managing around 80 million customers
in a week (TescoPLC, 2017). The Eat Happy Project initiated by the company has reached
more than one million children which focus on a long-term commitment to assist children in
gaining the skills and knowledge they require to understand the value of food products and
related issues (TescoPLC, 2015). All this growth in Tesco PLC has been achieved by the
initiatives of the government. The efforts introduced by the government of united kingdom
has assisted in improving the working surrounding and culture of Tesco PLC to push them
towards the development. These factors help the company in facing the change in the market,
and it also provides a competitive advantage to other corporations. The learning and training
initiatives are related to the decision making as per the structure of the Tesco PLC.

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Conclusion
From the above observations, it can be concluded that the learning styles are necessary for
improving the skills and knowledge of the employees because it assists corporations in
achieving organisational objectives. A company can adopt a learning style as per their
requirement such as visual, auditory, or read-write. To implement a development program,
Tesco is required to analyse various level in their organisation and formulate a plan as per
their requirements. The evaluation of learning programs is also necessary which can be done
by using an evaluation form to collect response from employees, customers, and
management. The government of UK has implemented various initiatives to provide lifelong
learning to the workers which improve their learning curve. These efforts are beneficial for
corporations, such as Tesco, since it enhances the skills and knowledge of its employees
which provide them a competitive advantage.

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