Analyzing Learning & Development Impact on Tesco's Performance

This report investigates the impact of Learning and Development (L&D) practices on employee and business performance, focusing on a case study of Tesco Plc. It aims to understand the importance of L&D, identify various L&D practices, assess their impact on Tesco's performance, and recommend corrective actions. The research employs a qualitative approach, utilizing both primary data collected through surveys and secondary data from literature reviews. The findings suggest that effective L&D strategies can enhance employee skills, improve productivity, and contribute to the company's competitive advantage. The report also acknowledges limitations in the research and provides recommendations for Tesco to optimize its L&D programs.

BUSINESS
MANAGEMENT

Table of Contents
ACTIVITY 1.........................................................................................................................................3
1.1 Metrix used to inform and measure L&D....................................................................................3
1.2 Evaluating a range of primary and secondary L&D data sources................................................3
ACTIVITY 2.........................................................................................................................................4
2.1 Rationale of the Learning and development area.........................................................................4
2.2 Approach adopted for research....................................................................................................5
2.3 Research findings........................................................................................................................6
L&D Strategies and practices of Tesco Company is well effective...................................................7
L&D bring new opportunities for professionals.................................................................................8
2.4 CONCLUSION and Findings......................................................................................................8
2.5 Limitation of research conducted.................................................................................................9
2.6 Recommendations.......................................................................................................................9
REFERENCES......................................................................................................................................9
Appendix.............................................................................................................................................10

ACTIVITY 1
1.1 Metrix used to inform and measure L&D
The different ways of classifying the Metrix along their example are as follow:
Quantitative Metrix: In this, the company need to measure the L&D performance by
using the performance of the key business matrix such as revenue, customer, operations,
innovations and regulatory. This is a way in which the tables and charts being used to identify
and measure the learning and development professional management. If the company sales
revenue increases because of the efficient production by the employees than its means that
the L&D is creating value for the business (Vance and Parskey, 2020). For example, Tesco
Sales margin increase by 10% within one year by investing 5% of the cost in training and
development.
Qualitative Matrix: In this, the performance of the L&D professional and their
programs is being measured by using the managers observations. Here, the numbers and data
analysis are not being used only theoretical concept is being used. For example, Tesco
company customer retention rate increases if the employees communicate better with the
customers. Here, the training related to communication are provided to the employees.
Input/Process/Output Matrix: In this matrix, the data related to the input, process
and output is being measured to identify the performance of the employees of the company.
For example, the percentage between the number of employees join the training, regularly
attend the training and perfectly completed it (Patyal and et.al., 2021). Such as 100
employees joined the training, only 80 regularly joined and at last only 50 employees’ skills
get improved is an example of this matrix.
In this report qualitative matrix is being used to measure the performance of the L&D
professionals. This element helps in identifying whether the learning and development

program is creating value for the business or not as it is best suitable for theoretical concepts
measurement.
1.2 Evaluating a range of primary and secondary L&D data sources
Learning and development is the most crucial part of the overall business as it affects
the speed and work quality of the professionals including their mindset. That’s why
evaluating the L&D program within the business such as Tesco Plc. is important and the
sources that can be used for the purpose of measuring the L&D success are primary and
secondary sources under qualitative approach and matrix.
Primary Sources: For identifying the learning and development practices and their
impact over the performance of the employees and business the survey will be done via mean
of questionnaire. For this, the consent application is being signed by the participants in order
to follow the ethical consideration. And the charts and graphs will be prepared to interpretate
the survey result of the study (Hao and et.al., 2020).
Secondary Source: The secondary data will be collected from the literature review by
comparing and contrasting the different authors views on the learning and development
practices over the business and employee’s performance. The reliable and authorized L&D
books and journals along with the websites will be used for the purpose of achieving the
objective of the study (Hao and et.al., 2020).
ACTIVITY 2
2.1 Rationale of the Learning and development area
The purpose of the report is to identify the impact of the L&D practices over the
performance of the employees and business. And for this Tesco company case will be
selected to conduct the whole report. This report will also provide the recommendation to the
Tesco company in order to cope up with the challenges of learning and development
professional and management. This will benefit the stakeholder in making the decision
regarding to buy the company’s product or not as the L&D helps in achieving the business in
sustainability competitive advantage. Stakeholders are the users of the business that put
interest in all area of the business because they have direct link with the company. Basically,
L&D is the most important department or area of the Tesco business with the help of which

the company became one of the largest supermarkets in the UK. They understand that
employees are the assets of the business which gave their full efforts towards the achievement
of the business goals and objectives (Wagner, 2017). So, providing their positive
environment and proper learning and development program is necessary for the improvement
of their productivity and business overall performance level. The learning and development
area is important from the past many years because they manage the training and
development programs of the employees so that they do not make any mistakes and the
wastage of production get removed.
This is also important for the retention and satisfaction of the employees because the
employee is more concern about their career growth opportunity. In that case, the training is
founded as a factor which link the improvement of job satisfaction and the intention of the
employees to retain in the company or not. That’s why it is important for the company to
invest the funds in the training in order to keep the positive relationship between the company
and employees. In the past decades, learning is used by the businesses to improve the
productivity among the employees but in present time it is used for contributing the
employability. If the company really want to achieve their profit maximization business goal,
then they have to adopt the L&D practices at the workplace (Utley, 2018). It is because the
profit of the company will get maximize only when the sales revenue will increase and
operational cost will reduce. In order to reduce the cost of production, the employees need to
improve their productivity by reduce the wastage of resources.
Aims and Objectives
Aims:
 To identify the impact of Learning and development practices over the performance
of the employees and business. A case study of Tesco Plc.
Objectives:
 To understand the concept and importance of L&D area.
 To identify different practices of the L&D available to company.
 To assess the impact of L&D practices over the performance of the employees and
business of Tesco.

 To recommend corrective actions to the Tesco so that they cope up with the
challenges of learning and development area and practices.
2.2 Approach adopted for research
The research approach is defined as entertaining the approach that can support thee
research to achieve the best level of results. Research approach is all about the process that is
adopted to mitigate and achieve the final research objectives. The approach for the research is
identified as inductive research approach, deductive approach and the abductive research
approach. Inductive approach is all about formulating the observations and based on the facts
and aspects observed this is about to identify the right form of process. The approach is
highly based on the assumptions and the facts that are observed by the scholar. On the basis
of the factors that are observed explanations are developed to ensure the final research
objectives (Dawson and Thomson, 2018). Deductive research approach on the other hand is
about to develop the hypothesis. This is all about on the basis of the knowledge and
experience this involve development of the hypothesis for the research study.
This is all about utilising and exploring the individual knowledge and experience as a
scholar to entertain the final research objectives. This approach also involves testing the
hypothesis with support of reasonable strategies and approaches followed by the scholar. The
role of this approach is very significant in nature as it allow the scholar to not only develop
the respective hypothesis but also ensure to test the respective hypothesis to enrich the final
research objectives. This approach is very significant in nature as it allow the scholar to test
the individual knowledge and experience to entertain the final research objectives. The last
approach of the research is the abductive approach of research. This is an approach that is a
mix up of both inductive research approach and the deductive research approach (Haruta and
et.al., 2018). This is an important research approach that can ensure the researcher to test the
both the approaches followed and available for the scholar. The role of this approach is very
significant in natures that favour and empower the scholar to achieve all the 5esearch
objectives set by the scholar. The current study has explored the inductive research approach.
This is an approach that favours the scholar to achieve the financial objectives behind
conducting the entire study. The use of this approach is very significant in nurture as it
empower the scholar to cover up all aspects and areas of the study involved. There use of this
approach is all about ensuring the overall objectives behind the study conducted. This is
important for the scholar to cover up all areas associated with the study. It is significant to
ensure the proper approach followed in order to overcome the final objectives set for the
study. Every topic has its own demand and needs that needed to overcome by the researcher
with support of the right suitable approach taken. This is important that this approach would
allow the scholar and to make it more significant to direct and guide the entire study on the
basis of the needs and requirements of the entire study.
2.3 Research findings
As per the views stated by the Kyaw and et.al. (2019), that learning and development
for professional is an essential requirement. In the constant process of individual growth and
development as an professional this is important for every employee and the professional

dignitary to ensure and approach the process of learning in such manner that best form of
individual growth and development could been ensure by the professional. The learning a
development prospect is all about enhancing the individual ability and skill of the
professional to deliver the respective and allocated responsibilities in the best way possible.
This is important for the professional to continuously develop and grow at an individual level
so that the best form of strategic growth and development at an individual level could been
achieve by the respective professional. The learning and development practices are a
continuous journey of approaching a certain area of learning and implement it in the day to
day operations to gain the complete advantage as a professional.
On the basis of the views stated by the Lertxundi, Barrutia and Landeta (2019),
learning and development is delivering at the organisation level with support of different
techniques and practices. The Tesco Company adopt the training and development practices
where company allocate its professionals a set of professional level of training programs.
These programs are very effective in nature as it cover all the key needs and requirements
associated with business professionals such as related to mental and physical growth of such
professionals. This is important that company conduct these sessions where company offer
different speaker to take the lectures so that professionals can focus towards the development
and growth of various hard and soft skills as a professional. This is important for the
organisations and business entities to approach the training camp with support of
professionals so that employees and professionals at company can get the complete edge of
these practices.
The criticism has been made by the Lozano and et.al. (2017), about the learning and
development practices followed by the business entity to support the overall growth and
development of the professionals work at the company. Many professionals do not feel that
these programs are helpful as it is more like gaining the bookish knowledge that does not
help. Lack of practical aspect is a part of these training camps that make a certain negative
inclusion to the whole campaigning. The lack of practical approach makes this whole
campaign a waste of time for the professionals. Along with this the programs are not digitally
inclined with high level of technology and the techniques. This is a basic fall of the whole
campaigning idea that the proper techniques are another adopted of learning.
L&D Strategies and practices of Tesco Company is well effective
Q.1) Do you feel learning and development practices adopted by Tesco company are
effective?
Yes 25
No 5
Interpretation: it is interpreted on the basis of the views given by the professionals that 25
out of 30 people do believe that the practices like L&D adopted by the Tesco Company is
sufficient. There are 5 people who completely disagreed with the fact. On the basis of the
opinions stated by the majority of respondents it can clarifies that the practices followed by
the Tesco Company in regards to its L&D practices are well effective in nature.

Q.2) What according to you is a strength of L&D Campaign of company?
They are well strategized. 18
They are time efficient 10
They are inclined with latest technology 2
Interpretation: the above projected graph clearly indicates that 18 professionals out of 30 do
feel that the learning and development campaigns use by the Tesco Company are well
strategized. This is key strong area or side of the L&D Campaign adopted by the company.
The 10 professionals favour the time efficiency element of the campaign as its key strength.
The remaining 2 believe that the campaign in inclined with the digital technology. On the
basis of the views stated by the majority of respondents it can state that the well strategized
element or aspect is a key strength of the L&D campaign adopted by the Tesco Company.
Q.3) What is a key challenge associated with the L&D Campaign adopted by the Tesco
Company?
It do not use more modern and digital
channels
18
This is lacking at a practical level 6
This is time consuming 6
Interpretation. The above stated chart clearly stating the fact that the learning and
development campaigns at the Tesco Company is associate with different challenges. The 18
respondents do believe that the modern and digital techniques are lacking in the campaign.
The 6 people state that the lack of practice approach is a key weakness. Te remaining
professional feel that time consuming nature of the campaign is a key weakness. On the basis
of the views and opinions stated by the majority of respondents it can state or project that
lack of digital and modern technology is a major weak area associated with the learning and
development practices adopted by the Tesco Company.
L&D bring new opportunities for professionals
Q.4) Do you agree with the fact that the L& D Campaign adopted byy Tesco Company
supporting to bring new career growth opportunities?
Strongly agree 12
Agree 10
Neutral 1
Disagree 4
Strongly disagree 3
Interpretation: this is interpreted that 12 professionals strongly agree with the fact that the
L&D campaign bring new opportunities for the growth. 10 people agree to this fact. 1 was
neutral and the 4 disagreed and the 3 strongly disagreed to this fact. On the basis of the views

stated by the majority of people it can state that the L&D bringing new growth oriented
opportunities for professionals.
2.4 CONCLUSION and Findings
The learning and development practices for professional are essential. This is
identified and found that the digital technology play a significant role in the overall growth
and development of the professionals with support of the L&D Campaigns. Also the entire
campaign must be well strategise and less time consuming in nature. All these are essential
for the overall success of the L& D campaign (Madden and et.al., 2020). This makes it more
significant in nature for the professional to enrich the overall ideology so that the best form of
individual growth and development as a professional could be done. The data has been
collected over primary and secondary sources and been analysed so that best form of
conclusions and knowledge could be gained as a professional. Finances are also very
challenging to generate for the L&D campaigns.
2.5 Limitation of research conducted
The research is conducted with support of the limited finances and the time. This is
essential for the researcher to have a sufficient time and finances to approach the entire study
in the best way possible. This makes it more significant for the scholar to approach the study.
The limitations in finances could influence the information sources approach to deliver the
entire study. The time is also limited for delivering the study (Ribeiro, Yücel and Gomes,
2018). This is a limitation of the study conducted as it ensure the limited resources and the
basic source of information.
2.6 Recommendations
 This is recommended taht the leaning and development campaign at company must
adopt the latest technology.
 The approach must be more practical rather than the theoretical set of approach.
 This is recommended that the entire campaign must not consume much time as it must
be strategized in such way that the professionals get to own the best level of
knowledge and guidance in a limited time spam.
 This is recommended that the process must be adopted in such manner that
professionals must have best results in a limited time spam.
 The end of the learning and development campaign must provide a finding in form of
results so that professionals can get to know about the individual progress.
REFERENCES
Books and Journals
Dawson, J. and Thomson, R., 2018. The future cybersecurity workforce: going beyond
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Hao, Y. and et.al., 2020. Quantification of primary and secondary sources to PM2. 5 using an
improved source regional apportionment method in an industrial city, China. Science
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Haruta, J. and et.al., 2018. Development of an interprofessional competency framework for
collaborative practice in Japan. Journal of interprofessional care. 32(4). pp.436-443.
Kyaw, B. M. and et.al., 2019. Virtual reality for health professions education: systematic
review and meta-analysis by the digital health education collaboration. Journal of
medical Internet research. 21(1). p.e12959.
Lertxundi, A., Barrutia, J. and Landeta, J., 2019. Relationship between innovation, HRM and
work organisation. An exploratory study in innovative companies. International
Journal of Human Resources Development and Management. 19(2). pp.183-207.
Lozano, R. and et.al., 2017. Connecting competences and pedagogical approaches for
sustainable development in higher education: A literature review and framework
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Measurement, Analytics, and Reporting Strategy. American Society for Training and
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Appendix
Q.1) Do you feel learning and development practices adopted by Tesco company are
effective?
 Yes
 No
Q.2) What according to you is strength of L&D Campaign of company?

 They are well strategized.
 They are time efficient
 They are inclined with latest technology
Q.3) What is a key challenge associated with the L&D Campaign adopted by the Tesco
Company?
 It do not use more modern and digital channels
 This is lacking at a practical level
 This is time consuming
Q.4) Do you agree with the fact that the L& D Campaign adopted by Tesco Company
supporting to bring new career growth opportunities?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q.5) What is a recommendations you would give to company for dealing against different
challenges of L&D campaign?