Assessing the Contribution of Training Initiative: A Study of Tesco

The UK government has undertaken various initiatives to promote human resource development, including training programs that benefit organizations like Tesco. These initiatives provide skilled and efficient employees, reduce costs associated with training, and enable the organization to deliver quality services to customers. Additionally, government-provided training helps in reducing costs per unit of output, increasing productivity and profitability. Furthermore, Tesco offers apprenticeship programs and e-learning opportunities, which enables individuals to build their careers while earning during learning.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
Task 1...............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve and importance of transfer learning to the workplace......................2
1.3 Contribution of different learning styles and theories on designing of a training event.......2
TASK 2............................................................................................................................................3
2.1 Training needs of staff placed at different level of an organization......................................3
2.2 Assessing the advantages and disadvantages of training methods used by an organization.4
2.3 Systematic approach to plan training and development for a training event .......................5
TASK 3............................................................................................................................................5
3.1 Evaluation of training event by using suitable techniques....................................................5
3.2 Evaluation of the training program.......................................................................................6
3.3 Reviewing the success of the evaluation methods ...............................................................6
TASK 4............................................................................................................................................6
4.1 Role of government in training and development as well as in lifelong learning.................6
4.2 Impact of the development of competency movement upon the public and private sectors 6
4.3 Assessing contribution of training initiative undertaken by UK government for the human
resource development..................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.....................................................................................................................8
Online..........................................................................................................................................9

INTRODUCTION
Human resource department is highly concerned with training and development aspect of
the individual. In service industry success of the organization depends upon skills and
competencies of workforce. Human resource plays a vital role in achieving organizational goals
and objectives (Delahaye, 2015). Highly skilled and efficient individual provides assistance to
company in building distinct image in the mind of target customer. The present report is based
upon Tesco which is the largest multinational grocery retailer of UK. The report will discuss
contribution of different learning styles and theories in designing the training event. It also
emphasizes on training needs of individual who resides at different level within an organization.
Besides this, it depicts the role of government in training and development as well as in lifelong
learning of the individual.
Task 1
1.1 Comparing different learning styles
There are different types of learning styles such as auditory, visual and kinesthetic which
Tesco can use for upgrading knowledge and skills of employees. Different learning styles plays
different role in growth and development of the individuals. These styles provide assistance to
the organization in building competent workforce. In retail industry, staff of the company has to
interact with large number of people. Thus, regular development of individual is required in the
industry (Knowles, Holton III and Swanson, 2014). In auditory learning style, learners only hear
or listen to lectures and other important aspects which are delivered to them. In this, employees
learn the tactics through oral presentation which helps them in dealing with customers and other
aspects.
In contrary to this, in visual learning style employees are trained by doing practical work
with the help of demonstrating charts and graphs. Through this, workforce is able to deal with
the business operations and activities more effectively and efficiently. As compared to auditory
learning style, visual learning proves to be more suitable for trainees. In auditory learning
employees only hear but they do not get any practical training on this. It creates difficulty in
front of individuals when they implement their learnings at their workplace. Along with it,
kinesthetic learning style also proves to be more suitable for the individual. In this, employees
are trained at real workplace and learn different aspects which are necessary to run smooth
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business operations (Berman and et.al, 2015). It is the most effectual technique because without
getting practical training individuals are unable to perform their work in an appropriate manner.
Nevertheless, there is the probability that employees might harm the image of Tesco when they
will bedirectly placed at real aspects of work. In comparison this, visual training is suitable as in
this employees first get exposed to work through charts and graphs.
1.2 Role of learning curve and importance of transfer learning to the workplace
Learning curve consists of graphical representation which shows level of improvement in
performance of the employees. It also entails the changes which take place in the average cost of
the production and productivity of an organization.. Learning curve is also termed as experience,
cost, efficiency and productivity curve. Learning curve indicates the efficiency and competencies
of employees of an organization. It proves to be beneficial for the company and assist in
building and sustaining competitive advantage in dynamic business arena. Learning curve
depicts the current position of employees in terms of their skills and efficiencies. Besides this, it
also states the learning style which organization should consider for achieving desired level of
performance of employees (Purce, 2014). Growth and development of individual plays a
significant role in sales as well as profit maximization.
Transformation of learning to the workplace provides several benefits to the organization.
When employees of an organization apply their knowledge and skills at workplace then it turn
into high level of productivity and it lowers cost of production and services. It also enables the
company to deliver innovative and quality services to customers with the help of skilled and
efficient workforce. In addition to this, if employees implement their learning in the right
direction then it entails satisfaction among them (Wilson, 2014). Through this, Tesco is able to
reduce employee turnover, job dissatisfaction and thereby assist in attaining high level of
productivity. In order to get all these benefits Tesco needs to conduct training and development
session for its employee.
1.3 Contribution of different learning styles and theories on designing of a training event
Different types of learning styles and theories make vital contribution in planning and
designing of a training event. Learning styles and theories are helpful in growth and development
of individual. Organization needs to be taken into considerations all the learning styles and
theories before designing training event. Different employees prefer diverse styles to learn
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several aspects which help them in raising productivity and profitability of the company.
Learning styles enables the enterprise to assess the style which is best suited for the individual.
Thus, Tesco needs to design training event by considering the preferences of workforce (Sung
and Choi, 2014). With the help of this, manager of an organization can motivate its employees
and enhance their active participation in training and development program. If employees prefer
to learn from lectures then auditory style is suitable for such types of employees. In contrast to
this, if employees want to learn by doing practical work then organization should consider visual
learning style for its workforce. Therefore, in order to increase the gross revenue Tesco is
required to undertake all learning styles so that they can get desired results within the suitable
time frame (Three Learning Styles, 2015).
There are mainly three types of learning theories such as social, behavioral and cognitive
learning theory. These theories encompass that how individual gets, processed and retains the
information at the time of learning. Learning theories plays a significant role in understanding
skills, abilities and efficiencies of the employees. Besides this, it can also help Tesco in
evaluating factors which encourage individuals to learn. Further, learning theories helps the
company in assessing environmental factors and prior experience of employees towards the
learning process or aspects. Thus, manager needs to be taken into consideration all factors which
affect the learning aspects of individuals.
TASK 2
2.1 Training needs of staff placed at different level of an organization
Tesco is the largest and multinational grocery as well as general merchandise retailer of
UK. It is the world's third largest retailer in terms of revenue and it has stores across 12
countries. In order to maintain and improve its profitability position Tesco organizes training and
development program to improve knowledge and skills of employees who reside or placed at
different level within an organization are enumerated below:
Senior management: Senior level manager deals with the several strategic issues which
plays a vital role in achieving success in the competitive business environment. Senior level
management already possesses high level of knowledge and skills. Nevertheless, to cope up with
current business scenario they are required to build competencies, skills and knowledge in
relation to strategic aspects. For this, senior level managers of the company are required to attend
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seminars and conferences which help them in enchaining desired skills. Through this,
organization is able to build and sustain competitive advantage over others.
Middle management: Middle level managers prepares budget to ensure the smooth
functioning of business operations and functions. Besides this, they have to plan, organize and
control all activities of the organization (Kang, Sarro and Sanes, 2014). To improve the skills
middle level managers are required to attend seminars and workshops so that they can get
success in this field. In addition to this, middle management needs to undertake simulation
technique to prepare suitable budget for the organization.
Operational level: At this level, manager deals with several issues of the customers and
make efforts to build satisfaction among them. Customer satisfaction plays a vital role in
achieving success in the competitive business environment. In order to upgrade the technical
skills and competencies Tesco is required to adopt on the job training methods such as mentoring
and job rotation techniques. It enables the organization to raise satisfaction level of customer and
thereby build customer loyalty.
Thus, by designing separate training and development program for each level of employees
of the company can build skilled and efficient workforce. It enables Tesco to attain competitive
advantage over their rivals by delivering quality and satisfactory services to the customers.
2.2 Assessing the advantages and disadvantages of training methods used by an organization
Different training methods are used by Tesco in order to upgrade the skills and
proficiency of employees who works at different level. There are several advantages and
disadvantages of training methods which are used by an organization and are enumerated below:
Advantages
Seminar is the most suitable training method which provides opportunity to employees to
get knowledge in relation to diverse field or area. It develops varied skills among employees so
that they can contribute in attaining organizational objectives. Besides this, conferences are also
the most effective training methods through which employees can update their knowledge. In
conference, people belong to different group meet and share the information which they possess.
Along with that, job rotation is helpful for the individual to develop varied skills and
competencies. It increases satisfaction level of the employees and decreases their attrition rate
(Pasco and et.al, 2014). Further, it motivates individual to deal with new challenges and enhance
diverse knowledge. Workshops provide practical exposure to staff so that they can accomplish
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their work in an appropriate manner. It reduces the mistakes of the employees and enables them
to perform business activities and operations more efficiently. Simulation is also the best
technique in which learner gets training in artificial environment which helps in performing their
activities in an appropriate manner. In this, there is the less probability of mistakes and it
improves the goodwill of company in the mind of customers.
Disadvantages
On the job training methods such as job rotation and mentoring may cause low
productivity and employee’s dissatisfaction. Usually, employees do not easily accept the change
and wants to continue their job so it may cause high employee turnover. Besides this, lack of
experience also negatively affects the goodwill or image of Tesco.
Tesco undertakes several on the job and off the job training methods in order to improve
the skills and competencies of the employees. Through shadowing Tesco provides practical
training to their employees. Besides this, Tesco also undertakes coaching and mentoring method
which helps individual in getting expertise ion the respective field or area. Tesco also undertakes
job rotation technique to develop versatility among the individuals. It provides opportunity to the
individual to get knowledge about all the fields of of the retail store.
2.3 Systematic approach to plan training and development for a training event
In order to reduce the problem of coordination Tesco undertakes systematic approach to
plan training event for new employees of an organization which are enumerated below: Analysis of needs: In the very first step organization make efforts to assess the training
needs of the individual against the organizational goals. It is most important part of the
plan since it establishes foundation for the entire plan: Designing training program: On the basis of training needs organization frames learning
goals and outcome for the individual (Willingham, Hughes and Dobolyi, 2015). Besides
this, training methods which are undertaken by the organization are determined at this
stage. Development: Once design of training program has prepared then supporting material
such as tests or evaluation cards and presentation slides are arranged for the training
event.
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 Implementation of training program: In this phase various strategies and policies are
implemented by employees that are framed by the company.
 Evaluation of event: At the last stage organization evaluate success of training program
by assessing skills and efficiency of employees. Organization evaluates the performance
of individuals by conducting test of trainees.
By undertaking systematic approach Tesco is able to organize the appropriate training
event fort the employees.
Systematic approach to training: Characterizing the score of Tesco: The goals of Tesco is continuous selling of its
products and extend its stores cars. This has led Tesco brand grows to a new record level
this year. Rising demand for of new cakes and desserts of Tesco, growth in Asia and
North, Western Europe and America proved to be beneficial. As an HR coordinator, my
training goal is to help Tesco to head towards the next milestone of delivering 2 more
new stores of Tesco around the globe. For this, I need highly skilled employees who can
help in optimizing and expanding the international dealers. To move forward with this
goal, proper training must be given to the right employee. Identifying the welfare for beginner: To be in a successful and a passionate team, being
the part of Tesco is best. Employees are valued here and benefits given to them include
fantastic development opportunities, structured training programs and rewarding them.
Trainees are invited to attend the regular forums where they will have the opportunity to
meet self-established people across the brand, Tesco .
 Characterizing the beginner to employ with Tesco : Trainees will be appointed from
outside premises. Being the HR coordinator, I will be taking Interview sessions . To be a
part of this session, following requirements are needed:
1. With success well-qualified university degree.
2. Superior scholarly records
3. Worldwide internship, studies done on global level
4. Structural experience of applicable region
TASK 3
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3.1 Evaluation of training event by using suitable techniques
Once training event has completed thereafter training manager and management of an
organization make assessment of the training event. In order to evaluate or measure the
effectiveness of training event Tesco can undertake Kirkpatrick model which consists of
following step which are as follows: Reaction: In this step training manager can assess the worth of training program by taking
into consideration their reaction towards the training program. It enables the company to
assess how well the training method can reach out to their employees. Learning: It measure improvement in learning, intellectual and technical capabilities of
the trainees before and after the learning experience (ALQahtani and Al-Gahtani, 2014). Behavior: It indicates the extent to which individual implement the learning aspects in
their activities. In addition to this, it also states the change which individual make in their
behavior after learning.
 Results: It states the changes which take place in the sales and profitability aspects which
depicts the result of trainee’s performance (kirkpatrick's learning and training evaluation
theory, 2015).
3.2 Evaluation of the training program
In order to evaluate the effectiveness of training program Tesco can compare current
performance of employees with the past performance. Organization is required to train new
recruited employees so that they can perform their work in an efficient manner. Organization can
judge the effectiveness of training program through return on investment method. Company can
measure the value of training program on the basis sales pattern. Through this, overall efficiency
of the employees is measured in terms of changes which take place in the profitability aspects
(Cheng, 2014).
Training program as well as induction program which is organized by Tesco proves to be
profitable for the organization. It enables the company to improve the technical skills and
knowledge so that they get success in the competitive business arena. CIRO technique represents
the Compact RIO program. In this, all the actions of the employees are measured through CIRO
program on the basis of several parameters. These techniques help the firm in assessing
improvement in productivity and gross revenue. Further, by comparing actual performance and
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skills or potentials with the standard performance company can assess success of training
program. It also provides deeper insight about suitability of training method and its contribution
in gross revenue of the firm.
3.3 Reviewing the success of the evaluation methods
Organization use ROI and CIRO method to evaluate effectiveness of training program.
Above mentioned technique proves to be beneficial for the company and helps in increasing
revenue. This method enables the organization to attract larger customer base towards activities
of business organization (Giustini, 2014). It also enables the company to deliver quality services
to customers with the help of efficient workforce. In addition this, through return on investment
method the Company can measure its financial efficiency and assess the return by investing on
training program. Besides this, Kirkpatrick model also helps the company in assessing
effectualness of training program. It is the suitable method which company can adopt in
enhancing its business performance. In addition to this, bench marking is also the most effective
way which enables organization to measure the effectiveness of the training program. By
comparing actual performance with the standard performance company can easily assess the
extent to which training program get success.
TASK 4
4.1 Role of government in training and development as well as in lifelong learning
Government plays a crucial role in training and development as well as lifelong learning
of the individual. Tesco also participate in the training and development program which is
introduced by UK government. Government emphasizes on innovation and creativity aspects of
the individual. It focuses on better development of individual skills and knowledge so that they
can get success in future. In addition to this, government undertakes standard training program
which helps in improving the communication and behavioral skills of the individuals (Laine,
Myllymäki and Hakala, 2015). Through this, workforce of Tesco becomes able to deliver quality
and cost effective services to its customers. Further, government conducts brainstorming, case
studies session for employees to develop the critical thinking ability among them. It enables
employees to resolve the problem of customers more quickly.
Along with it, by keeping an eye on the dynamic business environment government
become able to conduct the effective training ad development session. Through this, government
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is able to upgrade the skills and competencies of the individual by attending such kind of session
employees of Tesco are able to coping up with the dynamic business environment. Besides this,
by placing more emphasis upon the learning opportunities, academic and professional
qualification government have attained success in evolving the lifelong learning among the
individuals.
4.2 Impact of the development of competency movement upon the public and private sectors
Development of competency based movement has positive impact on both public and
private sectors. Competency based assessment can be defined as a tool in which assessor works
with the trainees and assess their competency level. Tesco undertakes competency based
assessment to identify that individual perform their activities to the desired level or not. It helps
the company by highlighting the area of skills which still are not developed. It enables the
organization to take corrective measures at appropriate time so that goals of the company can be
timely achieved.
This assessment also provides deeper insight to the organization about training method
which proves to be suitable for employees. In addition this, it also provides idea to the
corporation about need of new trainer which helps in improving the proficiency of employees.
This measure is effective as it provides idea about the current level of performance of employees
(Mujtaba and Kennedy, 2014). Thus, it provides opportunity to organization to make
modification in the training program. Through, competency based assessment organization can
assess effectiveness of training program and can take suitable measures. It makes effective
contribution in the growth and development aspects of the individual.
4.3 Assessing contribution of training initiative undertaken by UK government for the human
resource development
Training initiative which is taken by UK government contributes in development of
human resource of an organization. Tesco can get several benefits by recruiting number of
learners who takes training from training program of UK government. Through this, organization
is able to get highly skilled and efficient employees. Thus, organization does not have the need to
organize further training program and thereby it reduces costs of training. Along with it,
company is able to deliver quality and cost effective services to customers which results greater
satisfaction among them. (Andreou, Papastavrou and Merkouris, 2014). It helps the corporation
in building distinct image in the mind of customers and thereby increasing sales revenue. In
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addition to this, government also provides training to employees in relation to reduction in the
cost per unit of output. Through this, organization is able to increase productivity and
profitability aspects of employees.
Bedsides this, Tesco undertakes apprenticeship program in which they provides
opportunity to the fresher to make experience of the working aspects. It is on the job training
method which provides practical exposure to the individual. This aspect provides chance to
them in relation to the earning during the learning aspects. It enables individual to build the right
career in the near future. In addition to this, Tesco offers e-learning to the individual which helps
them in improve their skills and competencies. It is the most effective way which helps
individual to lean the skills in relation to the serving the customers in an effective manner.
CONCLUSION
It can be seen in the report that training and development plays an important role in
achieving organizational aims and objectives. It can be concluded that different level managers
have different training needs. Thus, Tesco needs to design suitable training program by taking
into consideration different learning styles and theories. It can be concluded that UK government
plays a significant role in lifelong learning of the individual. Besides this, training initiatives
which are undertaken by UK government enables the company to deliver innovative services to
customers and increase profitability aspects.
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