Human Resource Development Report: Training and Development at Tesco

This report provides a comprehensive analysis of human resource development (HRD) practices, focusing on training needs, methods, and evaluation within Tesco, a multinational retail company. The report begins by comparing different learning styles and emphasizing the importance of learning transfer within an organization. It then explores the varying training needs at different organizational levels, from top management to lower-level staff, and assesses the advantages and disadvantages of various training methods, including on-the-job and off-the-job approaches like coaching, shadowing, and conferences. A systematic approach to planning training and development events is presented, outlining stages from defining aims to implementing training programs. The report concludes with an evaluation of training workshops using questionnaires and other suitable techniques, analyzing the effectiveness of the training event and the success of the evaluation methods employed.

Human Resource
development

Table of Contents
INTRODUCTION...........................................................................................................................1
1.1 Comparison of the learning styles....................................................................................1
1.2 Role of learning curve and importance of transferring learning in an organisation.........2
1.3 Contribution Of Learning Styles And Theories When Planning And Designing A Learning
Event-.....................................................................................................................................3
Task 2...............................................................................................................................................4
2.1 Compare the training needs for staff at different levels in an organisation......................4
2.2 Assess the advantages and disadvantages of training methods used in an organisation. .5
2.3 Systematic approach to plan training and development for a training event-..................7
Task 3...............................................................................................................................................8
3.1 Evaluation of training workshops using suitable techniques...........................................8
3.2 Evaluation of training event...........................................................................................10
3.3 Success of the evaluation method.....................................................................................1
TASK 4............................................................................................................................................1
4.1 Role of government in training, development and lifelong learning. ..............................1
4.2 Development of the competency movement and its impact on the public and private
sectors.....................................................................................................................................2
4.3 Contemporary training initiatives introduced by the UK government to contribute towards
human resource development for an organisation..................................................................2
Conclusion.......................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human Resource Development consists of providing training to the newly hired
employees and providing them opportunity to learn new skills. It also includes distribution of
resources that are beneficial for employee's tasks and their development. HRD develops key
factors that enables employees to perform current and future jobs through planned learning
activities. Tesco is a British multinational company that deals in groceries and general
merchandise retail market. Tesco was founded by Jack Kohen in 1919, having bits headquarters
in Welwyn Garden City, Hertfordshire, England, United Kingdom. Tesco operates in 7 countries
across Asia and Europe and is 3rd largest retailer in the world in form of gross revenues and ninth
largest retailer in form of revenues. Report will compare the different training need required for
staff in an organisation. It will also assess the advantage and disadvantage of training methods
used in firm. Study highlights systematic approach to plan training and development(Nolan and
Garavan 2016).
1.1 Comparison of the learning styles
Covered in ppt
1.2 Role of learning curve and importance of transferring learning in an organisation
Covered in ppt
1.3 Contribution Of Learning Styles And Theories When Planning And Designing A
Learning Event-
Covered in ppt
Task 2
2.1 Compare the training needs for staff at different levels in an organisation
There are various training needs required at different levels in an Organization:
Top level Middle level Lower Level
It controls management of
goals and policies as well
authority of the organization. It
consists Board of Directors,
It is a link between top and
lower level of organization and
are responsible subordinates
for communication on between
It consists the persons such as
operational head, supervisors,
shift boss etc. They
communicate all the
1

Chief executive officers,
presidents and vice presidents.
top and lower level. It includes
departmental heads, branch
managers, executives etc.
instructions of their above
managers to operational
employees and are responsible
for maintenance of operations
and for guiding employees and
workers.
Training needs-
1. Framing of strategic plans-
This includes planning
strategies and tactics and ways
in which Tesco will operate
and grow accordingly. It will
include expansion of Tesco in
new market, innovation of
product, short term and long
term objectives of Tesco.
2. Investment planning- It
consists of systematic
investment plan for Tesco.
Also, areas in which Tesco
needs to invest to get higher
returns and profitability.
Managers must be able to
spent capital and financial
resources in such a way that it
gives maximum returns.
3. Decision making- This is
the important training need of
top level management, as the
decisions of these managers
will decide the position of
Training needs-
1. Communication skills- This
the most vital needs of middle
level managers of Tesco as
mentioned above they are the
link between upper and lower
level management. Managers
must be able to communicate
all the instructions and
information provided by upper
level to lower level and
similarly submit reports and
results from lower level to top.
2. Execution of plans- Middle
level executes the plans of top
level according to the policies
of Tesco. It includes
responsibility of completion of
tasks and reports by the
department and lower level
operational managers.
3. Motivate and inspire – In
order to make work done,
middle level managers need to
motivate and guide the lower
Training needs-
1. Controlling and directing
employees- In order to
produce the required output
Lower level managers need to
guide and direct employees for
their work. Its necessary for
the lower level managers to
assign and direct proper
instructions so employees
fulfil productivity required by
Tesco.
2.Organising tasks- It is
important training need of
lower level managers as to
perform the task through their
employees, they need to first
organise tasks as for
systematic functioning and
optimum production for Tesco.
3. Time management- It is
most important need of
operational employees and
front line managers as they
need to produce and perform
2

Tesco later. Managers must be
able to make decisions in crisis
and during problems so as the
continuous running of Tesco
Organization.
level subordinates so the lower
level can dedicate more
towards their work and
provide efficient productivity
for Tesco.
within a given time limit as
prescribed by their above level
managers. So everone must be
able to manage time and
perform their tasks in such a
way that meet the expectations
of senior managers.
2.2 Assess the advantages and disadvantages of training methods used in an organisation
There are 2 different methods of training that Tesco will adapt(Noe and et.al.).
On the Job training method- In this method, an employee is placed on a specific job
and taught skills and knowledge necessary to perform it. This method include following types-
a). Coaching- In this method a coach or supervisor is assigned to group of employees to train
them so they are able to perform their tasks.
b). Shadowing- Shadowing is a method in which a newly hired employee observes the
existing employee and his tasks. This makes him learn about his job through his observational
skills.
3
Illustration 1: Training methods
Source: (Methods of Training: On-the-
job Training Method and Off-the-Job
Methods, 2016)

Advantages-
1.Immediate feedback on performance
2.Remedies may be available if the performed tasks is not up to the standards.
3.It is less expensive method.
Disadvantages-
1.Slows down the production of company.
2.Disturb the actual workflow.
Off-the-Job training methods- The methods which are used away from the field of job
are known as off-the-job training methods. It includes-
a) Conferences- A meeting of several people to discuss any subject is called a conference. In this
method each participant analyse and discuss various issues related to the topic. Every employee
has freedom to express their own views and points(Wilton, 2016).
Advantages-
1.It is effective method as being well organised by specialists and experts.
2.There is no disturbance in the actual production and working of company as it is outside the
premises.
Disadvantages-
1.More Expensive method as it includes accommodation, transportation cost and expert fees etc.
2.Dissatisfaction among employees may rise as they work in artificial environment and not in the
actual one.
2.3 Systematic approach to plan training and development for a training event-
A systematic approach consists of different stages that comes one after another, starting from
Aim of the company and ends up with implementing the training program. Tesco company is
going to plan a training event(Bailey and et.al., 2018).
Stage 1- Aim:
To improve the operational efficiency of all the employees by making them learn effective time
management skills.
4

Stage 2- Setting up training needs
Following training needs are to be conducted for achieving the aim-
1.Organising tasks- Employees will be made to learn of organising various tasks and their duties
so as to perform their work in systematic manner and increase their level of output.
2.Time management- Being the main aim of training of managing time, employees will be made
to learn of how to perform tasks in a given time.
Stage 3- Designing Training Strategy:
Tesco has designed an effective training strategy for employees and staffs to make them efficient
enough by organising training methods of Coaching, Shadowing and conducting conferences.
Stage 4- Implementing the training program-
These methods will be implemented in order to achieve the final aim of training program:
Coaching method- a) A group of employees will be formed with one head, termed as a
coach or mentor who will provide instructions on managing time in performing their tasks.
b) Employees need to perform the tasks provided by their respective coaches within a prescribed
time limit assigned.
c)These coaches will provide timely feedback to employees after their completion of work and
guide them the ways to perform it in the shortest time limit.
Conferences- Here in this method, employees and staffs will be held together and lectures
regarding time management skills will be provided and also its application in their jobs, so as to
increase their productivity and efficiency and benefit the organization. Employees will have
freedom to share and express their views, in these conferences.
Task 3
3.1 Evaluation of training workshops using suitable techniques
The above training workshop was organized in Newyork, United States and it concluded
considering the factors such as Time Management of employees, their leadership skills,
productivity and efficiency in performing the assigned tasks and meeting up the expectations by
Tesco through learning best out of it. It is evaluated by below questionnaire-
5

Sr.
No.
Questionnaire Yes No
1. Was the workshop held informative? Y
2. Would you provide any ideas to make this workshop better? N
3. Were you satisfied with the information given in workshop? Y
4. Will you attend this kind of workshops again in future? Y
5. Was this helpful and easy to be understood? Y
6. Was this workshop of correct time length? N
7. Would you like to expect modification in future workshops? N
8. Was the workshop interesting? Y
9. Would you like to share the information given in the workshop to
friends or your relatives?
Y
10. Did this workshop motivated you? Y
The workshop conducted by Tesco, included various powerpoint presentations, seminars and
lectures by specialists and experts. Also, suggestions from existing staffs had been taken into
consideration.
As Being used questionnaire method, it has following benefits and drawbacks-
Benefits-
a) Questionnaires are less expensive and most affordable way to collect more data.
b) Questionnaires provides a quick way to get results.
c)Questionnaires can cover every aspect of topic in the form of designed questions.
d)They are easy to analyse and compare and interpret results.
e) Questionnaire helps to collect data from all group of individuals we need in quick time period.
Drawbacks-
a) Respondents may provide dishonest answers which may not be truthful so its difficult to rely
on questionnaire response.

b) Many questions remain unanswered as it creates difficulty in framing results.
c)It is difficult to find out whether the respondent has understood the question or just answered
for the sake of filling the questionnaire.

d) It is difficult to obtain the accurate information from respondent.
3.2 Evaluation of training event
The data was collected from 20 employees according to their experience and satisfaction after
attending this training workshop. The below questions were used to collect response from the
employees.
8

Sr.
No.
Questionnaire Strongl
y agree
Strongl
y
disagre
e
Neutral
1. Was the workshop held informative? 18 2
2. Would you provide any ideas to make this workshop
better?
20
3. Were you satisfied with the information given in
workshop?
19 1
4. Will you attend this kind of workshops again in future? 17 1 2
5. Was this helpful and easy to be understood? 19 1
6. Was this workshop of correct time length? 18 1 1
7. Would you like to expect modification in future
workshops?
4 15 1
8. Was the workshop interesting? 18 2
9. Would you like to share the information given in the
workshop to friends or your relatives?
17 3
10. Did this workshop motivated you? 20

Finally, the workshop held concluded through getting satisfying and positive response as
mentioned in above questionnaire, most of the employees were satisfied and motivated through it
and recommended to conduct more of such training workshops in the future.
3.3 Success of the evaluation method
The following were the aspects that contributed to success of questionnaire-
1. Questionnaire was time saving and easily analysed the results.
2. Questions asked were relevant to the purpose and were all answered by every employee.
3. Questionnaire helped in collecting data from every individual as it was simple enough to
be understood by employees.
4. It gave positive response from the employees as they answered all the questions with
ease.
5. It showed up results quickly as according to the expectations.
6. Questionnaire method helped Tesco to find out their loop holes and areas of
improvement.
TASK 4
4.1 Role of government in training, development and lifelong learning.
Government plays these vital roles in training and development of Human resources-
Create a Favourable work Environment- By providing a favourable work environment,
Government helps in improving the capability of employees. For eg. It had passed a law
containing employee's rights and punishments for its violation. Allocation of fund- Government
provides funds for the training and development of its state employees. Also, government
provides funds to HRD in private as well as public sector. Increase the number of
apprenticeships- Over the years government has increased the number of apprenticeships which
had solved the problem of unemployment. The implementation of UK government fixed rules
and regulations of some important points boomed Tesco internal activities and employee
satisfaction. This benefited most to the employees of Tesco as they were paid higher
remuneration and were aware about their legal rights. Along with the benefits of employees,
Tesco also managed to get a huge boost in the overall activities and productivity. Tesco has now
gained excellence in Human resource development. In other ways contribution of government
will also benefit Tesco by providing educated people for hiring. The company can get staff