Human Resource Development: Report on Tesco PLC's Strategies

This report provides an in-depth analysis of human resource development within Tesco PLC. It begins by comparing various learning styles and the role of the learning curve in skill acquisition, emphasizing the importance of transferring learning within the organization. The report then delves into the different types of training needs at strategic, operational, and tactical levels, along with a comparison of various training methods like classroom training, on-the-job training, and e-learning. The third section evaluates training events using suitable techniques, assessing the success of the evaluation methods employed. Finally, the report examines the role of government in training and development, the evolution of the competency movement, and contemporary training initiatives introduced by the UK government, providing a comprehensive overview of HR practices within the context of Tesco PLC and the broader industry landscape.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
Introduction.........................................................................................................................................2
Task 1...................................................................................................................................................2
1.1 Compares different learning styles.........................................................................................2
1.2 Role of the learning curve and the importance of transferring learning.................................4
1.3 Contribution of learning styles and theories...........................................................................4
Task 2...................................................................................................................................................5
2.1 Comparison of training needs......................................................................................................5
2.2 Different types of training method methods................................................................................6
2.3 Training and development workshop...........................................................................................7
Task 3...................................................................................................................................................8
3.1 Evaluation using suitable techniques...........................................................................................8
3.2 Evaluation of a training event......................................................................................................9
3.3 Success of the evaluation methods used....................................................................................10
Task 4.................................................................................................................................................11
4.1 Role of government in training and development......................................................................11
4.2 Development of the competency movement..............................................................................12
4.3 Contemporary training initiatives introduced by the UK government.......................................12
Conclusion..........................................................................................................................................13
REFERENCES..........................................................................................................................................1
REFERENCES..........................................................................................................................................3

Introduction
Human resource development is related with the provide a long term success for a company
by provide training to the employees, maintain organizational performance. This is essential
for a company is to provide a high quality training to their staff on a regular basis. HR one of
the most valuable resources form each and every company because, it performs task and
make profit for the corporation (Anderson, 2013). Therefore, large business units are
developing them an effective and skilled workforce which can provide competitive advantage
in the market. so that they can meet their short and long term objectives. This report is related
it the Tesco PLC which is one of the leading corporation in the UK and many other European
countries. The cited unit employed 45000 staff I the different sector. This report will explain
about the role of learning and its influence on the individual and groups performance. The
second part of the study said about the different types of training needs and its methods to
developing new skills which can attain their sales and profit (Armstrong and Taylor, 2014).
This report also provides the information about the skills development and the role of various
which is crucial in the modern environment.
Task 1
1.1 Compares different learning styles
Each and every employee who are working at Tesco which having limited skills and
capabilities needs to improved. Therefore, they need to improve existing skills and capacities
and also learning new things. For this, there are various learning styles which can be used by
the HR department. Business environment is dynamic which change over a period of time, to
meet these changes individual required to learn new approaches so that they can sustain in the
market (Aswathappa, 2013). The role of technology and innovation is too critical for a
company where employees need to understand these aspects in an effective manner. For
instance, Tesco planning to digitalize their supply chain system which required to provide
training to them so that they can perform its task. There are various skills which need to be
learning to the staff member so that they can improve their performance level and
productivity. They need to learn new things by suing following approaches:
Learning style Description
Visual learning style This is one of the approach where a
company use visual and pictures to provide
effective learnings. This is more suitable for

those who are uneducated.
Aural learning style In this approach manager are used sound or
audio for provide learners in more effective
way. Tesco can sue both Visual and Aural
both which is more appropriate for the
uneducated staff (Barney and et. al., 2011).
Verbal learning style This is another approach which helps to use
written communication such as presentation
to provide a more accurate picture which
helps to meet its short and long term targets
in an effective manner.
Physical learning style There is various task which required on job
training and need practices to perform. Such
learning style are useful for those staff
which need technical and production related
training so that they can gain such specific
knowledge and information in a much better
manner (Daley, 2012).
Logical learning style There is different task which need logical
learning and need more time to acquire such
things. These learning styles are useful for
the top and operational manager so that they
can solve complex issue in an appropriate
way.
Social learning style Each and every individual having its own
skills which can be lean by another person.
Tesco is using a such learning by making
team so that employees can put their efforts
collectively and learn how to perform in a
team (Flamholtz, 2012).
Solitary learning style There are few people which are not perform
in a team can be used such approach to
acquire new skills and capabilities.

1.2 Role of the learning curve and the importance of transferring learning
The role of learning curve plays a vital role in the acquiring and improving new skills.
According to this approach, if an individual is working a same task frequency it will increase
the working productivity and efficiency as well. Therefore, companies are assign a work to
the staff again and again which make their specialized over a period of time. In the context of
Tesco where they are using such curves which are helps to increase term performance and
profitability in an effective manner. for an effective learning curve required a plan which can
easily apply such aspects in the operations (Jackson and et. al., 2011). This is the role of
manager to determine the learning goals and its expected outcomes. The advantage of this
stage it increase the participation level in a team and also create a large big picture that what
they want to achieve. The HR manager make use that to use real world example during their
training season so that they can understand their concepts and its effective application. The
main aim of a learning curve is to transferring skills which required to evolute their overall
training process so that they can know the actual results (Marchington and et. al., 2016). If a
company knows that there is huge gap between learning objectives and expected results
which need to more training in the near future.
1.3 Contribution of learning styles and theories
If a company needs to provide effective learning they required to use different approaches as
per the requirements. The most usable and suitable training methods is the on job training
where an individual learning new skills and capabilities. The role of learning style is required
from strategic to tactical level. For example, Tesco can allow junior manager to participate in
to the meeting where they can discuss various issues and involves them in to the decision
making so that they can learn how to make critical decisions. Further, it also enhanced their
skills which can be personal or professional. With the help of learning theories an individual
can acquire new applicabilities which increase their confidence level. For example, Tesco can
make a team where different types of individuals possess. If an individual working in team
he\she can learn various aspects, they can share their team which can be used in the near
future (Meredith Belbin, 2011). Therefore, every company is tries to apply all learning
theories. So that they can increase their performance and productivity which is common goal
for each and every business organization.

Task 2
2.1 Comparison of training needs
It is essential for a business organization to maintain competitive position and profitability in
the market. Therefore, they need to provide training to their employees on regular basis in
order to meet future challenges (Romney and Steinbart, 2012). In the case of Tesco, which is
one of the large corporation in the retail sector and they also have more than 450000
workforces who provide a high quality services to its customers. Tesco PLC also operating
their store which are mentioned below:
 Tesco Extra
 Tesco Super store
 Tesco Express
 Tesco Metro
 One stop
 Dobbie’s
 Tesco Dotcom only
Each store having its own requirement and different types of operation which also need to
provide training accordingly. These all types of function can be arranging training to their
staff or fresher which helps to develop new skills and increase the customer satisfaction level
which is common goal for each and every business organization (Scullion and Collings,
2011). Further they also required to provide training at different level which are given below:
Strategic level: There are large number of manager which are perform their task in
effectively. In this way, this is responsibility of HR department to conducting training to them
so that they can develop various skills such as decision making, problem solving, time
management etc. Because they need to design strategies in order to gaining competitive
position in the market.
Operational level: Tesco having various department such as finance, HR, marketing, sales
and customer service. There are various skills are required to make decision more effective in
the context of planning, organizing, project management etc. Therefore, this is the
responsibility of cited firm to provide training and creating new skills so that they can make

them more competent for the future (Werner and DeSimone, 2011). For instance, company
now using digital platform for customer relationship management. In this way, company
sending their selected staff for the training that how to handle digital media.
Tactical level: This is lower level which includes other staff also need to provide training so
that they can perform their task in an effective manner. For example, company is facing
serious issue in the sales, now they can arrange classes for them that how to treat customers
which meet their sales target in an appropriate manner.
2.2 Different types of training method methods
Training refers to enhanced or creating new skills which helps to increase their personal and
professional working styles (Wilson and et. al., 2012). These skills can be technical or non-
technical to complete a task in a much better manner. Tesco required to use such aspects
which also having its own pros and cons. These training methods can be:
Classroom training: This is one of the oldest approach of learning where an instructors
provide various aspects and skills. Tesco needs to conduct such training for their functional
manager that how to use variety of strategies and tactic in order to improve organizational
performance (Wright and McMahan, 2011). For example, senior manager of the company
can guide them new skills by using power point presentation that how to implement
marketing strategies in order to launching a new fashionable brand in the market.
Advantages:
 This training helps to provide specific skills in an easily and quarries can be solving in
more effective manner.
 It is cot effective approach which save large amount of capita for the company.
Disadvantages:
 Sometimes it creates chaos among trainer and trainees.
On the job training: This is another approach which is useful for the new staff and interns. In
this method HR department appoint their employees at the workplace and learn how to
perform a job (Anderson, 2013). For instance, Tesco can provide a new staff for their sales
department so that they can know that how to interact with their potential customers.
Advantages:

On the job training suitable for the new staff and they can learn new skills in much better
way.
Disadvantages:
 It is a time consuming process which is not suitable for the interns.
 This will lead to increase the cost and also influence the productivity and efficiency.
E-learnings:
This is a computer bases training where an individual learning new skills by using internet or
other digital platforms. There are large number of companies those are using such approach
and located in to other country. For instance, Tesco sales team located in other cities and new
staff can communicate with them through live chat and follow instruction in accordingly.
Advantage:
 It saves time and cost which is significant for a company and its profitability
(Armstrong and Taylor, 2014).
Disadvantage:
 This is not suitable for the new staff and they cannot learn new skills and its effective
application.
2.3 Training and development workshop
Tesco is a well-known brand in the United Kingdom and other parts of the world. Therefore,
the top management of the company are more concentrate on the customer service and
product quality (Aswathappa, 2013). In this way, they need an effective training program
which can meet their current and future challenges in more appropriate way. This is the role
of HR department is to design an effective training program. For instance, cited enterprise is
planning to install a new system for their customer relationship management. For this, the
training plan can be involving the followings stages:
Develop training needs and
goals
In this stage Tesco needs to identify the training needs.
In the context of new CRM program, they provide the
training and learning for use of digital media tools.
There are following objectives of training program:
 To provide high quality customer service.

 To increase performance level of the company.
 To provide management and leadership training.
Organize a team This is the second stage where HR department is
required to build a team which administrate the overall
proposed training.
Set the date of training At this stage, top management need to set a date where
training will be conducted (Barney and et. al., 2011). In
the given case, company set 20 October, 2017 to 26
October 2017.
Brand event HR department also need to communicate with
marketing department to convey their message and
promote their proposed training event by using various
communication channels (Daley, 2012).
Create a master plan This stage is related with the overall plan with
communicating with the other function department.
Create venue setting and other arrangement.
Develop promotional plan and its support activates.
Create budget determine At this stage finance department is required to make
budget for their proposed training event. Tesco has
been decided their training budget not more than
$45000.
Task 3
3.1 Evaluation using suitable techniques
A training program one of the cost and time consuming process which required to evaluate its
effectiveness. If a training event not meet their objectives it can leads to increase a heavy loss
for the company (Flamholtz, 2012). In the context of Tesco, the top management required to
use a variety of tools and techniques as par their requirements. For instance, company can
analyse their historical data such as sales, productivity etc. After conducting training event
company needs to compare current performance with the past data. If this information is up to
the mark which means learning event successful. On the other hand, if the employee’s
performance below the past information it means company need to improve their
performance (Jackson and et. al., 2011). Further, there are also other approaches specially the

Kirkpatrick model can be used by them. This is a systematic process where HR department is
required to knows the reaction of their employees about their training program and their
experience. It helps to identity their attitudes its positive and negative aspects of training. In
the next stage instructors communicate with other department to know the learning objectives
which will be improved in the near future. The next stage is related with the knowing the
behaviours of employees regarding their skills, knowledge and information. Additional, in the
final stage where the higher authorities of the enterprise need to evaluate their factual results
such as sales performance, revenue, profitability which is crucial for each and every company
(Marchington and et. al., 2016).
3.2 Evaluation of a training event
This is responsibility of HR department is to evaluate and analyse the effectiveness of a
training program. There are various tools are used by them so that they can improve their
training program in the near future. There are following training event for the various staff.
Training and development plan for Tesco fresher’s
Training
requirement
Advantage of
training
Cost of
Training
Responsible
Authority
Time limit
Line managers The main
objectives
training for line
manager is to
use HR
resources in an
effective
manner
$2500 HR manager is
the responsible
for such
training
program
4 Months
Sales personal It increases the
sales and
revenue of the
company.
$4000 Sales manager
monitoring such
training
program
6 Months
Store manager The main
objectives are to
increase the
effectiveness of
$5800 Supply chain
executive
responsible for
such task
4.5 Months

Integrated
supply chain
management.
Training event evaluation methods:
ROI approach: This is one of the suitable method to examine a training program. In the
technique HR department is required to compare the return with the amount which was
investing on the staff in a limited time frame. If return is higher it shows that training has
been completed successful and vice versa.
CIRO approach: In this approach Tesco required to analysing the responses of their staff
before training and compare with their performance and efficiency. This is more systematic
tool which helps in identify the major achievements and loopholes can be improved in the
future training event.
Kirkpatrick model: This approach involves four stage and helps to determine the
effectiveness of training event and its effectiveness. These are:
Reaction In this stage HR instructor needs to know the reaction of their
staff about their training experience and its effectiveness.
Learning At this stage HR department communicate with the line
manager of Tesco and identify the training objectives.
Behaviour At this stage instructor analyse and evaluate the behaviours and
attitude of their staff at the work place (Meredith Belbin, 2011).
Result In the finals stage, HR department needs to compare the actual
results such as operational efficiency, sales performance,
employees productivity etc.
3.3 Success of the evaluation methods used
Tesco is a firm which is one of the leading company and investing large amount on the
capital on training and development program. Therefore, this is the role of HR manager is to
evaluate the effectiveness of methods used by the company in order to meet their targets in an
effective manner (Romney and Steinbart, 2012).
Effectiveness of ROI method:

Advantage Disadvantage
With the help of ROI approach HR
department can measure the profitability.
It nit provide the actual results which are
more important.
It provides a comparative analysis which
can be easily determine the achieved target.
This is not compulsory that learning
compared by the management.
Effectiveness of Kirkpatrick model:
Advantage Disadvantage
This model provides the actual results on
the basis of both qualitative and quantities
way.
This approach not provide the relevant
information such as skills, knowledge and
so on.
It also saves time and money which is
essential for the company (Scullion and
Collings, 2011).
It increases cost and also influence on their
performance and productivity.
Task 4
4.1 Role of government in training and development
Today, the role of training and development having large influence on the growth and
development of a country. In modern era, large number of countries are transform its
economy in to the knowledge based which can provide strategic advantage as compare to
other nation (Werner and DeSimone, 2011). There are various nations such as USA, UK,
Germany, Japan, Israel, India etc. which provide a high quality education for a specific area
such as IT, research and development, marketing, finance etc. Therefore, government tries to
promote training and development in the context of lifelong learnings. These are:
Tax relaxation: This is one of the most critical tool where government can create a eco
system of training through reduction in tax. Such types of reduction can be providing those
firms which are support training and development program such as internet ship program as a
part of CSR.
Promote training: This is the role of the government bodies to release funds and design their
own training events where they can provide free leaning to the public which can generate a
highly skilled workforce in an effective manner and meet its short and long term targets.