University Human Resources Development: Tesco Plc Evaluation Report

This report analyzes human resource development practices within Tesco Plc. It begins by exploring various learning theories and styles, such as Activist, Reflector, Theorist, and Pragmatist, and their application in the workplace. The report then discusses the learning curve and the significance of transfer learning in enhancing employee skills. It assesses the contribution of different learning styles and theories in planning and designing training events. The report also covers the planning and design of training programs, comparing the needs of staff at different organizational levels and evaluating training methods. Furthermore, it examines evaluation techniques, including preparing and executing an evaluation plan. Finally, the report explores government-led skills development initiatives, including the competency movement and their impact on human resources development within an organization like Tesco.

University
Human Resources Development
By
Date
Name
Lecturer’s Name

Human Resources
Development
Contents
LO1 Understand learning theories and learning styles....................................................................2
Compare the different learning styles..........................................................................................2
Explanation of the role of the learning curve and the importance of transfer learning to the
workplace.....................................................................................................................................3
Assessment of the contribution of different learning styles and theories on the planning and
designing of a learning/training event..........................................................................................4
LO2 Ability to plan and design training and development..............................................................4
Compare and discuss the training needs of staff at different levels of an organisation...............5
Assessment of the advantages and disadvantages of the methods of training used in an
organisation..................................................................................................................................5
Use a systematic approach to planning training and development for a training event for new
employees in an organisation.......................................................................................................6
LO3 Ability to evaluate a training event.........................................................................................6
Prepare an evaluation plan using suitable techniques you are planning for................................7
How to carry out an evaluation of the training event you have planned.....................................7
Review the success of the evaluation methods used....................................................................7
LO4 Understand government-led skills development initiatives....................................................7
Explain the role of government in training and development and the growing emphasis on
lifelong learning...........................................................................................................................7
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Explanation of the development of the competency movement has impacted on the public and
private sectors..............................................................................................................................7
Assessment of contemporary training initiatives introduced by the UK government contribute
to human resources development of an organisation...................................................................7
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LO1 Understand learning theories and learning styles
Technically this project initiates the program of human resource development of the organisation
named as Tesco, Plc. The company is needed to train their employees in a perfect and
consecutive manner. (McGuire, Garavan and Dooley, 2012) The learning abilities of the
employees in the organisation should have to be emphasised as well as they can evaluate their
trained skills for the organisation. When an organisation gets some dedicated staffs for their
organisation, the company runs with much satisfaction. The workflow of the organisation goes to
the upward of the success. So that the procedure of training and development is much needed for
a reputed organisation.
Compare the different learning styles
There are some basic learning styles for an organisation by which the organisation can
improve the quality of the work of their employees. By the help of variant learning styles, the
employees of the organisation get able to access their talent and skills in a respective way so
that organisation as well as get the benefits from the market. (Saunders and Tosey, 2015)
Several kinds of learning styles are there through which the employees can make their skills
and knowledge for the sake of their work. The organisation needs all their workers to be
dedicated to the service of their consumers that is why every organisation wants their
employees to be wise enough that they can handle the different kinds of customers as well as
the customer services. (Rigg, Stewart and Trehan, 2008) Those variant learning styles are
discussed below which can improve the performance of the employees at the organisation.
Specified theories are there by which the learning procedure works with. Honey and
Mumford could define specific learning theories or styles by which an organisation can move
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towards betterment in the competing market of business. For Tesco Plc, there are such
relevant learning theories of Honey and Mumford. The learning theories are to be precise,
Activist, Reflectors, Theorists and finally Pragmatists. These all kinds of learning styles are
defined at the below of the text.
Activists
This is some learning style where the employees would discuss the different functions of
Tesco, as well as the abilities of the employees, would also be discussed here. To some
extent, this type of learning style is involved with a very practical forecast where the
employees will know how to work on different issues in the practical work field of the
organisation. (Ramnarayan and Rao, 2011) Along with this if the situation comes where the
company would try to introduce some new kind of grocery item in the market, the employees
will work on the research methodologies for the introduction of new product at the
competing industry of grocery items.
Reflectors
This specific type of learning procedure is involved to the matters of working style in the
field of work. As the employees can get the review of their work performance, they can work
on it to emphasise the skills they have. On the other hand, the employees can make sure that
they can expand their qualities which are involved in increasing the betterment of the
organisation as well as the personal talents which the employees have gotten already. In
Tesco, the employees can be able to get a lot of feedback from the consumers or the
customers of the company. (Vandeveer and Menefee, 2010) The colleagues of the workers
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can also provide the feedback and it also help to review the personal skills and talents and
those can be enhanced by the workers as well as; so that this theory of learning procedure can
help the employees to achieve the good will at the organisation.
Theorists
This particular type of learning procedure would help to analyse the workers that have
involved the employees in a specific job. In this learning program, the employees would be
given some strategic work to evaluate. Workers would find the difficulties for this specific
work and put their methodologies to apply there, and the work would be analysed critically
which would also help the employees to make decisions over that task. The employees will
reach to all the positive and negative approaches to the work, and then the work will have
proceeded towards the conclusion this whole procedure works over very minute and precise
analysis so that the expected conclusion would be easy enough for the employees who are
working on this specific work or task.
Pragmatists
Before initiating a wok, it is needed the planning procedure. How the work would be done in
the smoothest way, it can have. In Tesco Plc, the workers are needed to differentiate the task
properly at first. Then the planning procedure would be analysed critically so that the work
may go through the simplest method it can have. As the employees of the company can get
new as well as hard challenges in their work field, the employees would be habituated in
some kinds of works which are filled with such difficulties. But this learning procedure
would help to solve those difficulties by applying fruitful plans upon it.
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Explanation of the role of the learning curve and the importance of transfer learning to the
workplace
The learning curve is something which defines how the work of an organisation moves by its
workflow. In Tesco Plc, the employees have gotten their talents. Through the procedure of
training, the development of those skills is emphasised enough to face new challenges which
the organisation goes through. When the employees of the organisation get criticised every
time for their workings, they will come to know about their skills they have gotten and
enhanced those talents, knowledge and skills for the betterment of the organisation. (Werner,
2014) As the organisation, here which is Tesco Plc, comes to face new challenges as well as
new issues and factors, the employees are needed to face those issues so that a lot of
experiences can be gathered by them. More experiences are gathered, the employees can
enhance their skills of work by the mean of these difficult issues. In a case of gathering
experiences by the works and different issues and factors, the employees would know how to
face these difficulties further in their field of work. On the other hand, the learning curve can
be fluctuated by the procedures of working upon different issues in the work field. When the
company can face severe issues in the market, it would try to work on these factors by their
employees. How the employees can work over difficulties in the field of work, Tesco Plc can
reach up to the opportunities in the market they would expect to have. As Tesco Plc know its
strength, weaknesses, threats as well as opportunities, the positive faces can be improved by
its thorough development of the workers in the field of work. There are variant training
methodologies by which an organisation can enhance their workers' workforces in the field
of work at the market. An organisation always faces different issues at the market so that the
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organisation is needed to train as well as develop the talents and skills of the employees the
organisation, here Tesco Plc has. Once the employees are trained for the issues they are about
to face, after that, they have to face the challenges in the practical field of work. As the
development period runs, the employees get to know what are their strength and weakness
according to the company; then the organisation needs to emphasise their skills and talents
for challenges, the knowledge and wisdom of the workers are also meant to be expanded. On
the other hand, the employees have gotten much negativities in their workforces; the
development methodology is all about to suppress these factors of the employees so that in a
case of practical work, they do not miss any issues that can be beneficial for the organisation.
Ultimately the factor of training and development procedures are all about to make the
workforces being smoother as well as fruitful towards the services. An organisation like
Tesco Plc runs by the quality services towards the consumers. Tesco Plc is grocery retailing
organisation, and it always needs to emphasise the services they provide in general. Workers
would find the difficulties for this specific work and put their methodologies to apply there;
the work would be analysed critically which would also help the employees to make
decisions over that task . In Tesco Plc, the workers are needed to differentiate the task
properly at first. Then the planning procedure would be analysed critically so that the work
may go through the simplest method it can have. As the organisation can improve its way of
work, the reputation of the organisation would be increased; now it is the definite program
where the learning curve of the organisation would differentiate the programs and procedures
of the workforce. (Weldy and Gillis, 2010) This particular method of work provides the
workers with a specific chance where they can magnify their capabilities of work, new
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challenges they would face, would not be much difficult that they cannot survive from this.
Like many challenges, the employees face, the experience of the work field they would be
able to gather. And now it is the time when the learning curve of the graph of work can
matter, and the organisation can reach up to the scale of its expectations by the applied
knowledge, talents and skills of the employees. Tesco Plc has put a huge observation upon
these kinds of procedures for their organisation.
Assessment of the contribution of different learning styles and theories on the planning and
designing of a learning/training event
In a case of the theories of variant procedure of learning styles, it helps Tesco Plc to
differentiate the workforces that the organisation has gotten for its staffs or employees. There
are several types of learning theories y which the organisation can reach up to the target they
have got. As the organisation of Tesco Plc tries to improve itself by their workforces, the
organisation is needed to train their workers in a well and decorated manner so that the
service f the organisation may not fall. (Clarke, 2016) The ultimate target of an organisation
is to set the goals first and then it is all about to work on it so that the organisation can touch
the target line by the help of their employees. This is the cause that a company is needed to
train their employees well enough that they can reach the organisation up to its aspiring
point. First thing for the training and development methodology is to train the employees by
the mean of the skills and the talents they have got. After that, the employees should have to
project their skills in the practical field of work. Thus the contribution of variant learning
styles can be evaluated. It is very important for an organisation to draw a structure of training
program for the employees they have gotten. As the organisation has got well trained and
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well skilled staffs, here in Tesco Plc, the workforces of the organisation can fly towards its
aspiring targets in the market. The service towards the customers as well as the consumers
should have to well enough that new challenges and issues would not be the barrier towards
the success of Tesco Plc.
There are such training procedures which help the organisation as well as Tesco Plc to get
over so many difficulties it faces in the market. (Sahaya, 2012) The procedure of training and
development through learning theories evaluate the workforces of the organisation. That is
the reason for the success of every organisation. Tesco Plc is needed to work upon these
factors to reach the aspiring targets of it’s on the market.
LO2 Ability to plan and design training and development
There is specific need of training so that the employees of the organisation can evaluate the
issues they face in the practical work field. In Tesco Plc, the workers are needed to
differentiate the task properly at first. Then the planning procedure would be analysed
critically so that the work may go through the simplest method it can have.
Compare and discuss the training needs of staff at different levels of an organisation
It is very important in the organization that they can provide a friendly atmosphere at the
workplace that the employees can be motivated enough to pursue their skills and knowledge
in the field of work. (Rijal, 2016) That is why Tesco Plc needs to train their employees in a
particular manner and different levels of training programs so that the workforce can be
smoother on its way. The specific levels of training programs are discussed below of the text.
Management Level
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At this level, the workers would be trained for emphasising the leadership quality they have
gotten. On the other hand, it is much important that the employees can make decisions on
their own. It is needed for Tesco Plc to face different challenges in the daily basis, so that
along with leadership quality and performance, the workers, should have to take decisions in
different ways. Above all, which is the preliminary priority is to develop he earned skills and
knowledge of the employees by the developing procedures at the training and development
programs. (Dyke, 2005)
Consumer Level
When the term of customer service is coined, the organisation has to put a huge observation
upon this. The employees of Tesco Plc is needed to know well enough how to handle the
consumers. The consumers are everything for an organisation so that the organisation would
also put its effort to develop the skills of handling the customers. The employees should take
care of the sector of customer service with much care that the reputation of the company
never leads to the downwards.
Operation Level
In this level, the employees would be learnt how to work in different situations at the
workplace. As soon as the workers would be developed enough to assess the factors in the
market, the company can get the prosperity. (Rijal, 2010) The employees should have to be
motivated by the mean of the work field and the challenges as well as the issues; it will be
ultimate for an organisation.To motivate the employees in the place of work, and the
organisation would have to put an atmosphere which would help the employees to work
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freely. The Clear and positive atmosphere in the workplace will be beneficial for Tesco Plc
too to reach to its aspiring position in the market.
Assessment of the advantages and disadvantages of the methods of training used in an
organisation
Tesco Plc works over the training methods of the employees performing in the workplace.
The training procedures the organisation applies for their employees should have to be in a
differential pathway. There are many more advantages and disadvantages of training methods
in the organisation. Following the positive and negative impacts of the training methods, the
organisation has to put a clarification upon that. (Noble, 2006) The assessment is given
below:
Role Playing
In a case of the practical work field, the workers can get experiences through this which can
be the advantage of this section.
The disadvantage of this case would be that in every situation, the challenges would be new
so that the employees can get confused about different issues.
Induction
The advantage of this method will be, the employees will be motivated enough by this
strategic appliance.
Variant information can make the employees dissatisfying so that the workers will be
demotivated in this situation.
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Performance Appraisal
Comparison among the employees will also motivate the employees to put the best effort in
their work field.
Disappointment can be a huge result of this kind of method for those employees who are
unable to reach the satisfaction level of the organisation.
Discussion
When the employees make an atmosphere of exchanging the information at the place of
work, the workers can emphasise their knowledge as well as skills. (Stellman and Jennifer
Greene, 2014)
Lake of proper information can be coined as the disadvantage of this methodology.
Workshops
As the employees would face practical issues which may be termed as the benefit for the
organisation. The employees would gather more experiences for working in the practical
field.
If the employees are unable to project their skills in the practical field of work the
organisation wold run in a loss and that is the disadvantage of this issue.
Use a systematic approach to planning training and development for a training event for new
employees in an organisation
Tesco Plc needs to apply the strategy of training and development for the new employees in
the organisation. (Ökmen and Kılıç, 2016)
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The training and development period will lead the employees to focus on the skills and
talents of them as well as it would also be focused where are those problems and issues the
employees got. In the procedure of training and development, the organisation is needed to
set a perfect procedure so that differentiation of the skills and issues of employees come in
focus of the management. (Perkmann, Neely and Walsh, 2011) Now the management of
Tesco Plc has to play a huge role upon this. Separate steps are there in the program of
development and training of the employees where they would learn how to deal with variant
issues in the practical field of work.
The procedure of applied training should go through a fruitful way so that the employees can
work over their strengths and weaknesses in the work field.
LO3 Ability to evaluate a training event
Management of the organisation, Tesco Plc has to bring an evaluative training procedure to
develop the skills of the employees in the organisation.
Prepare an evaluation plan using suitable techniques you are planning for
The management of the organisation has structured an evaluative training program so that the
organisation stays in benefit in the market of the business industry. The skills and talents of
the employees should have to be evaluated. The organisation need the employees to be
perfect at their job so that the evaluation program is much needed. (Garavan, 2004) By this
procedure the employees of the organisation would be able to enhance their strengths as well
can recover the issues they have gotten. The management of the organisation will help the
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workers to evaluate their skills through the help of this training period. In the preparation of
an effective evaluation process the following stages can be considered,
 Program clarification: It is the stage where the programs are clarified perfectly in the
field of training in order to make the employees efficient in the field of business or
work.
 Progress: This is the part of evaluation where the progression in the training process
is checked properly.
 After-effects: It is the part of evaluation where the effects of the training process are
checked and it is seen whether it has made any difference in the organizational
structure or not.
Methods of Evaluation
 Observation is the first method of evaluation through which the whole training process
where every single activity of the trainers and the trainees have been observed in order to
make the training process effective in the field.
 Training Audit is monitoring the training process at the time of training conduction. The
advantages and the drawbacks of the training process is observed in this field.
 Feedback taking process has always been helpful for the trainers as well as for the
organization. Through this process the organization and the trainers will get to know
about the pros and cons of the training process effectively.
 Performance evaluation is the process to measure the performance of the trainees and the
trainers while the training process is in progress.
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How to carry out an evaluation of the training event you have planned
There are some specific methods through which the workers would be able to evaluate their
skills. The management has to organise a training program where the employees would face
different types of difficulties. These challenges will help the employees to carry forward their
working abilities. On the other hand, the issues employees get, can work upon them and
make them beneficial for the organisation. After the training period gets over, the program of
development would be arranged where the workers would be able to emphasise their earned
skills from the time of training period. Finally, the practical field would let the workers face
the ultimate issues and challenges at the field of work. Evaluation of the training event can be
carried out by four levels. These levels actually elaborate the progression of the training
events. The levels are as follows,
 Reaction: This is the initial level that helps to identify the reaction of the trainers and
the candidates who have come for the training purpose. The reaction of the trainees
and the trainers actually decide the interests of those people in the training process.
 Learning: It is the most crucial part of the evaluation process where the learning
processes and learning progression can be determined in an effective mannerism.
 Behaviour: Behaviour of the employees and the employers in the field is very crucial
where these aspects decide the effectiveness and success of the training session.
 Results: Results can be determined depending on the performance so the employees
and the employers in the training process.
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Seminar E-Learning Session and action
learning
Subject Selection and
recruitment
Skills in computer Communicative skills
Learning Members in this case
actually get to know
about the techniques
to work properly in
the field
Every employees
have cleared the
examination after
learning the E-
Learning modules
In this field the
feedback of the
trainers is taken
Behaviour New approaches have
been implemented in
the organization in
order to train the
employees effectively
New tools were being
used by every
employee for the
generation of report
The confidence of the
employees have
suggested that they
have learnt
effectively in the
training session
Reaction All the members have
been found to be
active in the training
session
The interest of the
employees have been
found in the field.
Interaction between
the trainers and the
trainees were perfect
Results Implementation of
the new approaches
Improvement in the
format of the report
Improvement can be
seen in the
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have been successful confidence of the
employees at
individual level
Review the success of the evaluation methods used
There are some basic models through which the review of the evaluation methods come in
front of the scenario. ROI model, Kirk Patric model, CITO model, these are the models
which evaluate the all over the impact of the development period. At the time, when the
workers are known well how to survive in the practical field, the management would let the
employees face such challenges which will evaluate the success of training methods
(KIRKPATRICK and Kirkpatrick, 2016). Questionnaires, observation, training audit,
performance evaluation and feedback can be used to make the training event more effective
in the field. The feedback process that have been made through questionnaires has shown
that most of the employees have been happy with the training process. The evaluators have
observed that the trainers and trainees have been enthusiastic in the field and that is why it
can be assumed that the training process have been successful. A proper evaluation’s result
has stated so.
LO4 Understand government-led skills development initiatives
Explain the role of government in training and development and the growing emphasis on
lifelong learning
The government of United Kingdom puts a huge impact on the human resource development
of Tesco Plc. As Tesco Plc is the largest grocery retailing shop of UK, it supports with a huge
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economic balance towards the government of UK. As the benefit of the organisation can
support the government more, the legislation helps the management of Tesco Plc to
emphasise the skills of their employees’ training and development. Training and
development session in the field of business are the most important parts of the business. It
can be said that the training session and the development part of the company is the best way
to make the employees eligible. In this field UK government has played a significant role.
The main aims of UK government is to provide all kinds of scope to the employees to be
trained in a proper mannerism. It will make the employees efficient and in the field of
business the knowledge and wisdom will be gathered perfectly by the employees if the
training session goes right. There are many initiatives those are taken by UK government in
order to provide the proper fund, platforms and all kinds of scopes to the employers of
different organization in order to make the training sessions more effective in the field.
Skills council, National skills Academies are other two approaches of the UK government
where the employees and the employers get all kinds of scope to make the work environment
more effective in the field and that is why it can be said that the roles that UK government
have played are very effective and helpful for many organizations in the country. The main
aim of Lifelong learning is for the development of the demands for learning among the
people of the society without any restrictions.
Explain how the development of the competency movement has impacted on the public and
private sectors
Tesco Plc is the largest grocery retailing sector of UK so that it has many other rivalry
organisation. The public along with private sectors of the country competes always, but it is
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definite that the competition among these sectors would make a slow improvement or the
success of them as well. (Anderson, Hardy and Leeson, 2008) Proper competing issues can
be the cause of betterment of the organisations as well as both of the sectors. A friendly
atmosphere in the business would help the sectors to reach the success easily.
Assess how contemporary training initiatives introduced by the UK government contribute to
human resources development of an organisation
The programs of training and development of Tesco Plc would help the employees to bring
out the changes in the organisation. This procedure will also help the company to make a
strong economic balance in the business. The structural methodologies will help to create a
proper working environment for the organisation which is much beneficial for Tesco Plc as
well. UK government has shown their concerns in the field of training the employees of
different organization. Various initiatives have been taken by UK government in order to
satisfy the training needs of the employees as well as the management department of the
company. There are some programs and contemporary initiatives have been taken and those
are discussed below,
 National Apprenticeship Service: This is an initiative to provide funds to the
employers of the company who want to provide apprenticeship service to their
employees in the organization. This is actually the initiative to learn and grow where
the employees of the organization will get chances in the field of work to learn more
whereas they will be able to take part in the organization’s work.
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 Sector Skill Council: This body actually works with different employer of different
organization where the main focus is to increase profitability and productivity of the
company.
 National Skill Academies: This body basically works as a mediator between the
employers and the employees. It provides the platform for the employers to build up
the skills those are facing challenges in the market (Dedhia, 2011).
 Investment in people: This is a part of the quality management service where the
employees and the employers are provided with frameworks or techniques to work
perfectly in the organizational environment.
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