Human Resource Development Report: Tesco PLC, Learning & Training

This report provides a detailed analysis of human resource development within Tesco PLC. It begins by exploring different learning styles, such as auditory, visual, and Kolb's learning theory, and their benefits for the organization. The report then examines the role of the learning curve and the importance of transferring learning. It also discusses the contribution of learning styles and theories in planning and designing learning events. Furthermore, the report covers training needs at different organizational levels, advantages and disadvantages of training methods, and approaches to planning training and development. Evaluation techniques for training events are presented, along with an analysis of the success of evaluation methods. Finally, the report investigates the role of government in training, development, and lifelong learning, the impact of the competency movement, and how contemporary training initiatives by the UK government contribute to human resource development within Tesco PLC.

HUMAN RESOURCE DEVELOPMENT
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TABLE OF CONTENTS
Introduction .........................................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 different learning styles that can be beneficial for Tesco PLC..................................................3
1.2 Role of learning curve and importance of transferring learning................................................4
1.3 Contribution of learning style and theories in planning and designing of learning event.........4
TASK 2 ................................................................................................................................................5
2.1 Training needs for staff at different levels in an organisation....................................................5
2.2 Advantages and disadvantages of training methods used in an organisation............................5
2.3 Approach to plan training and development for training event.................................................6
TASK 3 ................................................................................................................................................7
3.1 Prepare an evaluation using suitable techniques........................................................................7
3.2 Evaluation of training event.......................................................................................................7
3.3 Success of evaluation method ...................................................................................................8
TASK 4.................................................................................................................................................8
4.1 Role of government in training, development and lifelong learning.........................................8
4.2 Development of the competency movement impact on the public and private sectors...........9
4.3 How contemporary training initiatives introduced by the UK government contribute to human
resources development for an organisation......................................................................................9
Conclusion..........................................................................................................................................10
References...........................................................................................................................................11
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INTRODUCTION
Human resource development is a process of management that facilitate employees in
development of personal as well as professional skills that can be beneficial for organisations. These
improvements also help organisations and motivate staff to have better accomplishment of goals by
having effective use of individual capabilities (Bramham, 2004). In this report we will focus over
human resource development of Tesco PLC. It is a British organisation that operates its business in
various nations. Organisation key business is in retail sector and has been founded in year 1919. In this
documentation, learning will try to make understand about various learning theories and styles that can
enhance the business. It will also focus over training and development of Tesco PLC. Furthermore, it
will also spotlight on government which led skills development initiatives that are beneficial for every
business.
TASK 1
1.1 Different learning styles beneficial for Tesco PLC.
There are three basic learning styles that can be adopted by Tesco PLC to have growth in
business as well as development in employee skills. Firstly, auditory learning is one of the most
effective styles while conducting training and development sessions for skills improvement. It also
facilitate organisation in better identification of working process by having a proper use of human
resource department of Tesco PLC (Claes and Heymans, 2008). Organisation can have its working
according to needs and situations of market. Company can use this style in providing improved
guidelines to employees while working in organisation. It will also be useful in offering advanced
information to staff for enhanced determination of operations. In order to have effective application of
auditory learning the management can have focus on effective identification of needs and then design
training and development plan. Needs can be identified by meetings, group discussion and other
internal auditing methods. In this management can also focus on external audit methods such as five
force, competitive analysis, etc. It will provide better understanding about needs and situations which
is beneficial for better development.
Secondly, visual learning will also provide some benefits to employees of Tesco and improve
the performance of organisation. Company can use this learning style for advancement in employee’s
skills through better adaptation of presentation and videos for improved explanation of working
process and tasks (Edenborough, 2007). This style will help human resource department of Tesco PLC
to provide better understanding of roles and responsibilities among all members to have effective
working conditions with having a focus over key elements of training needs. In order to have effective
application of visual learning the management can use videos in seminars and presentations. For
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example, HR manager wants to convey message regarding safety measure then videos can be used in
presentation regarding safety in order to boost learning and effective application.
Kolb's learning theory is another learning style that sets out four sharp learning styles, which
are supported on a four-stage scholarship cycle. In this learning style and cycle organization and
human resource department will have focus over Concrete Experience, Reflective Observation,
Abstract Conceptualization and Active Experimentation. The various learning style theory explains that
various people by nature prefer a definite single contrastive learning style (Yazici, 2005). That can be
influenced at development of person like Acquisition, specialization and integration. Human resource
management of Tesco Plc can also have better use for effective working by improved focus over kolb's
learning style matrix. In this management can have experiments with employees in order to have
effective application. For example, management can provide a temporary team of diverse departments
to analyse the team work effectiveness. It will provide better employees understanding about team
work.
Learning styles were formulated by Peter Honey and Alan Mumford, supported upon the
activity of Kolb, and they determined four sharp acquisition styles or predilections. The classification
can be as, Activist, Theorist; Pragmatist and Reflector. According to this, every person have different
attributes and Tesco human resource department need to focus on it like activists are grouping who
acquire information by doing activities (Mayhew, 2014). They have an open-minded plan of attack to
scholarship, concerning them fully and without bias in new educations. Theorist is to realize the
concept behind the activities. They need frameworks, constructs and facts in order to pursue in the
learning procedure. Pragmatist learns activities form games and other actions like case study and
discussion. At last, reflector learn by observant and thinking about what occurred like self-analysis
questionnaires, feedback from others, etc (Pattanayak, 2005). In this respect, the management can
divide the team of employees as per diverse classification. Such as activist, theorist, pragmatist and
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reflector. Moreover, management can also conduct group discussions among members to amend their
skills. Management can provide a case study to employees and ask them to analyse the issue or
situation in better way and provide various suggestions for improvement.
Other than this, organisation can also use observation learning style for effective performance.
This style will facilitate employee and HR department to have advancement in skills and adopt changes
to have increase in quality of working conditions (Pablos, 2004). For example, Human resource
department is having regular base observation of employee’s skills and working through the help of
leaders and supervisor.
1.2 Role of learning curve and importance of transferring learning
Learning curve is a graphical method that provides improvement in learning as well as
experience of employees. Through having a developed use of acquisition curve the human resource
department of Tesco PLC can have impressive mensuration of worker's skills and presentation. It also
assists in amended determination of space among abilities of individual (Pattanayak, 2005). For
example, Company manager has assigned same task to XYZ employee to have better monitoring of
improvement in employee skills and performance. In this, learning curve will show that the task is
executed by worker is processed in less time or not as equivalence to former one. The key role of
learning curve is to have reinforced investigation of presentation of worker's and render them with
correct guidelines to have betterment accordant to needs (Pinnington, 2011). In the support of this, the
management can collect the data regarding improvement ratio of employees skills by analysing
training and development program. In order to have effective application of learning curve the
management can also focus on other sources to collect the information regarding employees skills. It
will facilitate in effective design of actions in order to amend the learning and skills.
The improved evaluation of employee’s performance and skills will also help human resource
department in having a better decision for activities on the basis of individual’s needs. It will also
facilitate in improved allotment of actions according to skills and experience of employees (Budhwar
and Sparrow, 2004). Learning curve associated to the much deeper subjects of natural bounds for
assets and application. It mainly trusts on procedure and value of task allotted to respective according
to occurrence.
Roles
 Effective measurement of employee’s skills and performance.
 Identification of gap among skills of individual.
 To have improved examination of performance of employee's.
 Render proper guidelines to have improvement according to needs.
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 Offer improved allotment of activities according to skills and occurrence of workers
(Pattanayak, 2005)
While on other hand, transfer of learning is a procedure of managing skills and offering
opportunities to employees for advancement in understanding work and its environment of
organization (Burr and Pearne, 2013). It is a crucial procedure which promotes the learning and
enhances skill with other workers. For example, effectual transfer of learning will affect the education,
knowledge and abilities of conventional and casual group works at Tesco PLC. In this respect, the
management of Tesco can also focus on conduction of information sharing sessions so that employees
can share information with each other. Number of parties and group activities can be arranged in order
to implement procedure. It will enhance the learning of employee's.
Importance
 It is vital for proper work management
 To have improved understanding of work environment and organisational activities.
 To have better promotion of activities and skills that are concerned to employee's and functional
process (Donalds, 2014)
1.3 Contribution of learning style and theories in planning and designing of learning event
Learning style is defined as the process through which an individual can gain knowledge on
different subjects. It has been spotted that the effective planning and development of learning events in
Tesco PLC needs to focus over learning theories and styles that can facilitate in enhancement and
understanding of needs on the basis of employees performance (Donalds, 2014). Learning theories and
styles also have vital impact over development of training program by focusing over fundamental
elements of improvement. It is a key responsibility of HR department to identify needs and problems
that can affect the planning and designing. For example, the Human resource department can have
improved application of changes on the basis of needs and situations. Tesco PLC can adopt auditory
style to offer better guidelines and information while performing tasks (Johnson, 2006). The improved
application of this learning style helps organisation in education sessions and to offer information in
crucial operations that are vital for company. In the support of this, it can also be said that management
can have better planning by improved focus over learning style and theories because it increases the
motivation level and boost the concentration (Dede, 2005). It also provides information about
mismatch activities and help in better design of actions and planning. Other than this, experimental
learning style will also motivate employees and encourage them to have enhanced performance and put
hard effort for accomplishment of goals this will have influence over working quality and improve the
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skills and understanding (Kolb, 2005).
While on other side, learning theories will also facilitate Tesco PLC to have improved
determination and identification of training needs. (Dede, 2005). It includes preparation, comparison,
presentation and application that are essential for better training and learning design by focusing on
increasing the skills of employees and enhancement in performance of organization. The improved
learning style and theory can also contribute in planning by allotting proper time management and
improve self-discipline. As it provides advanced information which is vital for better planning and
designing.
Moreover, observation is very important and simple thing to improve knowledge so it is
essential for management of Tesco to have continuous improvement in learning. In the support of this,
it can be said that the with an assistance of observation learning style an individual can easily identify
the changes in global market, political situation, latest technologies and new practices of management.
It is also necessary for management of Tesco to focus on innovation practice to enhance daily life and
work conditions in optimistic manner. Number of seminars can be attend to improve skills and lead
business to impressive level of success. As per the above study, it can be stated that the seminars and
self managed learning style is most beneficial for professionals of Tesco because it improves
determination and identification of training needs. It also allows every employee to take part in
meetings and other activities to meet goals in appropriate manner. However, learning is also
advantageous because person can increases its professional knowledge on technologies and process of
working.
TASK 2
2.1 Training needs for staff at different levels in an organisation
It has been identified that in every organisation there is always a need of training and
development sessions to have advancement in skills and capabilities of staff members for organisation
growth (Rohrer and Bjork, 2008). In the support of this, it can also be said that the Human resource
department can also offer training and development module to have enhance performance of firm as
well as individual. For example, the better identification of training needs can be done in Tesco PLC by
proper use of feedback, group meeting, etc. with employees and have their support in working (Yazici,
2005). This will facilitate in improving performance at various level of operation.
In Tesco PLC training is needed for better management of work at different level.
Top level management: At top level HR department have to offer exclusive information for better
development of plan and evaluation of skills that can affect the working of organization (Mayhew,
2014).
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Middle level management: Training is needed for middle level so that they can easily explain working
procedures that are allotted to respective person. Through providing effectual education to middle level
members, organisation can boost the skills and capability of respective and improve the working
conditions (Webb, 2014). For example, Human resource department of Tesco can provide information
to low level management by performing practically in front of them. The identification of needs in this
case can be done by group meeting of supervisors and suggestions of employees.
2.2 Advantages and disadvantages of training methods used in an organisation
There are number of advantages and disadvantage of training methods that can help in
improving skills.
On the job training
Firstly it will amend the skilfulness of workers. Training and development will assist divisions
and individual to have addition in work skilfulness on the basis of needs and contribute in
accomplishment of organisational goals (Webb, 2014). With having a better training and development
application Tesco PLC can motivate employees for improved use of resources with increase in profit.
Other than this, training method will also decrease the employee turnover ratio. For example, the
effective training and development has improved the understanding that will also help the management
to meet the expectations of employees and reduce the turnover of manpower (Mayhew, 2014). This
will also help to overcome the issues among employees and management which is affecting the
organisational performance.
While on other hand, training method also have some disadvantages that can affect the working
of company. For instance, it can increase the cost of organisation operations. It has been identified that
the organisation needs high amount of fund for better implementation of training and development
needs (Yazici, 2005). It will increase the burden over finance department of Tesco PLC. Other than
this, training method also require time to increase the skill of worker. For example, company has
decided to provide training to employees for better accomplishment of task but this methods requires
time (Dede, 2005). In this situation, it is possible that the application of training and development
session may cross the deadline of task and affect the performance.
Off the job training
It will boost the productivity of employees and the Tesco human resource department can focus
over trained workers that are placed in the actualized work station; hence, high productivity is
preserved. It will also reduce the production error like employees are trained outside the activity
situation. Therefore, they are no participation in production procedure as in OJT. As a outcome,
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mistake in industry can be minimised (Dede, 2005). Off-the-job training will be economic for Tesco
PLC in the awareness that a big groups of trainees are disciplined at the same time. When the
beginners are not active in manufacture process, the production actions can be transferred out without
any disruption. Hence, it runs autonomously,. Moreover, costly mistakes and harms can be deflected.
The disadvantage can be like Off-the-job training programme takes place external the work
social station, so that it may not fruit the wanted result to workers as they are unmapped with actual
devices and instrumentations. It will not be effectual as the workers are trained in an arranged room.
They are strange with actual work situation (Yazici, 2005). As a outcome of which, it needs long time
to learn. Other than this, during training period, no presentation takes place because workers are kept
outside from the actualized activity place. The social group bears only grooming cost without any
sensual output.
2.3 Approach to plan training and development for training event
Tesco PLC can adopt systematic approach for better training and development and increase
effectiveness of working conditions. Firstly, organisation will focus over forming aim of the company.
It is necessary for company to frame an aim or objective to provide motivation to employees (Kolb,
2005). For example, organisation can determine aim to have transformation in organizational functions
and structure by increasing performance.
Secondly, organisation will have proper use of learning style and have working in effective
manner. Auditory style of learning is fundamentally utilized in supplying instructions and direction
while working in firm. It is also useful in training sessions to furnish data for better determination of
operations. (Bramham, 2004) For instance, Tesco PLC can use visual style of learning. It will improve
the employee’s skills to have proper use of presentation and videos for informing about actions and
procedure of working within organization.
After this, organisation will analyse the need of employees as well as firm and decide the
strategy for better achievement of goal. HR department will supply details information to top level
management of Tesco PLC for improved development of plan and analysis of skills that can affect the
working conditions of organization (Edenborough, 2007). Other than this, organisation will also adopt
three level strategies for better development of training program. This will help in defining the
objective, operation and implementation for advancement in performance. At last company will focus
over implementation of decided strategy for better training and development session. In this it is the
responsibility of manager to provide training according to needs and guidance to enhance performance
of individuals (Pattanayak, 2005).
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Training plan of Tesco PLC
Actions Time scale
Aim formation 1 week
Use of learning style 2 week
Need analysis 2 week
Strategy decision 1 week
Implementation 3 week
Table 1: Training plan
TASK 3
3.1 Prepare an evaluation using suitable techniques
It is one of key action for every organisation to have better assess to changes that are taking
place in working conditions due to implementation of training and development program. In support of
this, it can be said that it is vital for Tesco PLC to consider the standards of organisation while having
an evaluation (Burr and Pearne, 2013). To have an effective evaluation of training and development
session organisation can adopt Kirkpatrick model of training evaluation. It consist of four factors like
reaction, learning, behaviour and result. For instance, HR manager will observe the reaction of trainees
and employees while taking part in training session (Donalds, 2014). It will help the Tesco Plc to make
understand employees about value and importance. In order to have application of Kirkpatrick model
the management can observe the perception of employees in respect of training and development
program. It will provide better understanding about the needs. Management can also focus on
behaviour examination of employees in order to evaluate program. After these steps the final result of
training and development will be analysed by management.
Secondly, manager of Tesco PLC will have evaluation of knowledge and skills by allotting
practical tasks. It is vital for firm to understand that how learning and knowledge is increasing in firm.
After this, administration will also observe the behaviour of trainee because it will facilitate in
identification of changes in individuals (Burr and Pearne, 2013). It will also help employees to identify
the changes in their skills. At last, manager will determine the final result of training and development
process on the basis of reaction, behaviour and learning.
3.2 Evaluation of training event
Evaluation is defined as the process that provides assessment of various factors which can
influence overall working. It helps in determination of accountability, effectiveness and efficiency that
is covered by activities. To have better evaluation of training and development process, Tesco PLC can
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focus over various measures. The training to recently joined workers will help them in improving their
knowledge and skill (Webb, 2014). Organisation can focus over ROI, in which will help them to
measure the performance according to changes in investment. The effectiveness of investment will also
improve the performance of employees and motivate them to work hard to have better financial
conditions (Claes and Heymans, 2008). This can be calculated through better division of cost of
investment. Other than this, CIRO is another measure that will facilitate organisation to have improved
control over their actions to judge the parameters. It is most beneficial while having evaluation of
effectiveness of training event (Pablos, 2004). This all observation and evaluation will operated by HR
person of Tesco PLC.
Training event that has been formulated by Tesco PLC must be effective and it should be
focused on development of knowledge and skills. It should also help in overcoming the problems that
have been faced by organisation while implementation of strategies (Pattanayak, 2005). Organization
should adopt on-the-job as well as off-the-job training to improve the skills of employees. Organisation
can also evaluate the event by having improved observation of employees performance and time
consumption period after training and before training (Johnson, 2006). Other than this, Tesco PLC can
also measure the effectiveness of use of resource available and the cost expenditure difference in
functions. Organisation can also measure it by proper monitoring and observation of sales ratio and
production quality.
In addition to this, it can be said that there are number of factors that need to be evaluated in
appropriate manner. Management must focus on key factors that provides effective designing of
training event and leads business to impressive level of success. Nature and course of industrial
standards are considered as significant factor for better evaluation of activities. Moreover, the
management also needs to ensure that the trainer is having prerequisite skills so that goals can be
accomplished in appropriate manner. Firstly, the objectives are need to designed in most suitable
manner and provide information about it to all members. Evaluation process also requires assessment
of activities and objectives in collective manner. At last, for better review the questionnaire and
feedback process is essential because it provides information about various factors that are related with
organisational culture.
3.3 Success of evaluation method
It can be said that the implemented organisational training plan must be effective and it should
provide various benefits to Tesco PLC. It should help in increasing profit and boosting market share
ratio. In the addition of this, it can be argued that it will be very beneficial plan that will facilitate in
offering proper training to all members to meet the needs of customers (Pinnington, 2011). Through
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having a use of Kirkpatrick model of training evaluation organization can easily review that how
effectively they are providing training to workers. It is a most suitable way through which firm can
measure the performance of their associates (Johnson, 2006). Through proper use of ROI method
Tesco PLC can measure their financial efficiency and their investment opportunity. It will also provide
a better possibility to have effective comparison among allotted capital and used capital. The success of
evolution method can also be measured by having a proper observation of employee's skills and sales
ratio. Other than this, it has also been identified that organisation had an advancement in sales and
profit ratio. This indicates the success of method and boosts the performance of firm in competitive
market. For example, the management of Tesco Plc has used ROI method to measure the financial
efficiency, it has provided an information about the instability in the financial growth of organisation.
As per analysis the management can easily design the activities to overcome issues. It means the ROI
evaluation method is effective and leading business to impressive success.
In addition to this, it can be said that the evaluation of training process will be conducted by HR
manager of Tesco Plc in order to understand the effectiveness of program. It is essential for human
resource management of Tesco plc to focus on evaluation process because it provides information
about various factors that are related to its work culture. In other aspect, it can be stated that the
evaluation process indicates the success of method and boosts the performance of firm in competitive
market. Work efficiency and other strengths can also be identified in appropriate manner through
evaluation process. Weaknesses that influences the work culture and employees perception can also be
evaluated in most suitable manner. This kind of development is beneficial for better future
opportunities and impressive level of success within market.
TASK 4
4.1 Role of government in training, development and lifelong learning
It has been determined that in training, development and lifelong learning government of
United Kingdom plays a key role to have working with consideration of legal framework with having a
improvement in process (Yazici, 2005). It is necessary for Tesco PLC to have better consideration of
various rules and regulation of UK government to have better working without any occurrence of issue.
For example, to have an application of various laws, HR department can form a policy within
organisation, which has to be followed by all staff members of firm. In this formation of policy
company has to focus over legal aspects like equality act, discrimination act, etc (Mayhew, 2014). In
other words, it can be said that the organisational policy will have features of rules and regulations that
are formed by UK government.
For example, Tesco PLC has formed the policy to have better working within organisation but
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