Evaluating Tesco's Training and Development Practices

The analysis focuses on Tesco’s approach to employee training and development. It covers the importance of distinguishing training needs from other organizational issues and designing effective programs aligned with business objectives. The study evaluates the implementation processes and outcomes using ROI metrics, emphasizing monetary benefits against costs. By enhancing employee skills through targeted trainings, productivity and organizational performance improve, resulting in increased profits. Overall, Tesco's systematic approach to HR development illustrates a model for achieving substantial returns on investment while fostering a productive work environment.

Task 2
P.7 Skills and Qualification required for HR manger job.
Human resource manager job required the various skill and strong education
background. The skill which every human resource manager professional required to perform
the various roles and responsibility such as follows:
 Communication skill: This are the important skill which required the every human
resource professional to perform with the effective communication for the
communicating to the employees and influence them to performing the the various
task.
 Listening skills: This are the skills which required in to understand the issues of the
employees and give effective solution with proper listening(Brown and Metz, 2017).
 Interpersonal skill: This can be the important skill that every human resource
professional required in their job to maintain the relation within employees to avoid
conflicts form the better negotiation and interpersonal skills.
a) Job advertisement for the lecturer role
WoodHill College
Vacancy- lecturer
Job detailed
Post: Lecturer in human resource management
Salary Range: £19000 to£29000
Type: Full Time
Job No: WC000178
Job description
Purpose of the Job
 To make the student achieve the better knowledge on the HRM fields in organisations.
 To demonstrate and provides the practical experience to the student to influence and
uses HRM issues and such situation may arise time to time.
 To contribute towards the increasing of the education of the institutions.
Roles and Responsibilities

 To make sure that al the student may interested in the subject and provides them with
relevant knowledge to obtain high grades.
 Engage in research procedure and provide opportunities for the student to collect the
better knowledge.
 Improve the student performance.
Qualification required: 2 Year experience in the filed of the human resource management
teaching and 1 year experience of corporates. MBA in HR or any degree or certification in
humans resource will be considered for the positions.
b) Suitable platform to the place the advertisement
For every advertisement the main motive is get the response from the people. There
are various suitable platform where the advertisement can placed such as follows:
 News Paper: this can be the traditional place for give advertisement to attract more
applicant for the lecture job in the woodhill college.
 Website of the college: This can be another place where the organisation can update
the job on college website to contact them directly.
c)Job description and person specification for the role
Woodhill College
Position: Human resource lecturer
Salary Range: $19000 to $29000
Roles and responsibility
 The candidates will be responsible for to share the industry and as well academic
knowledge in his or her teaching methods.
 He or she is responsible to give awareness about the subject and its importance in the
organisation.
 It is important to determine the theory as well practical knowledge of the humans
resource management.
 To generate interest for the humans resource management subject in student to make
career with the dedications.
Person specification
 MBA in HR from as recognised university or institutions.

 Certification in the Training and Development.
Experienced Required
PART 2- Employee Performance, Development and Rewards
Task 3
P3
a) Difference between training and development.
Training and development is the process to improve the required skills and attitude to
perform different roles and responsibilities in effective manner. There are various difference
of training and development can generalise as follows:
Key Points Training Development
Short term vs long term Training is the process when
the firm required the instant
skill and knowledge in
employee to achieve the short-
term objectives (Jung and
Takeuchi, 2018.).
Tesco need training to improve
their skills and knowledge
their employees.
Development is focuses on
long term where the
organisation is planning for
employee overall development
in terms of attitude and
behaviour required for the
future positions.
Tesco staffs needs multi skill,
therefore they need
development continously
Job Position vs Professional
career
Training will design for a
specific job position in which
the trainer with the help
techniques and skills
consideration of the
organisations (Lyons and
Zhang, 2018.).
Development will focus on the
individual interest and
requirement for effective
professional career.
Specific objectives vs open
objectives
Training have specific
objectives which need to
fulfilled requirement of the
Tesco.
Development have broader
objective which can be cove
all the skills and knowledge
such as products and customer

service knowledge
Group vs Individual Training can be given in the
groups for enhance the
productivity of the employees
as well organisations.
Development will be carried to
achieve the individual goals
with the help organisation
objectives.
b) Training needs are identified and methods of training used by Tesco.
Each and every employee required the different set of skill and knowledge to perform
various role and responsibility in the organisation. For enhancing these skill and knowledge
training need to be identified in following manner:
To look at the organisation objectives which are important to meet in systematic manner will
help to identified the trainings. If the management nee d to identified the training it can be the
another way such as
 Industry related need: organisation have to fulfilled the requirement of the industry
changes which will brings the situation for the update any technology or process
which need to arrange training for the employees to utilise the equipment for
operation in organisations(Adjibolosoo, 2018).
 Job related need will be focus on the requirement which are important to achieve final
outcomes related with the job.
Tesco used the two types of training methods such as On the job training and off the
job training methods.
On the job training methods: Humans resource managed in Tesco used on the job training
methods in which the employee will be given training in the firm under the supervision of top
authority who have high experience of the particular job.
Off the job training: it is an methods of training used by the Tesco to fulfilled the special
requirement of the firm(Van Wingerden, Derks and Bakker, 2017.). Off the job training will
be given for the short term period in terms of teaching or various online lesson taught for the
concept and system of the Tesco.
There are other form of methods which is used by Tesco for training such as follows
 Mentoring: Person who have experienced will give training to the new joiners and
share their views to help them to fulfilled the different task.

 Coaching: Tesco will appoint manager to give the training to motive to boost the
performance in the organisations.
 Shadowing: Person who is working at the job will give the instruction to the trainee.
 job rotation: Tesco provided the different roles and responsibility by providing job
rotation for the employees.
 360-degree method: It is an method uses for the performance appraisal in which the
feedback will be taken form the colleagues, supervise and and top management to
bottom level management for effective performance measurement.
C)Benefits for Tesco and the employees in having systematic approach to training and
development.
There are various benefits of the training and development can be easily get the
employee as well organisations but the most important Benefits of training and development
is to increase the productivity of employees and raise the profits of the firm by focusing on
the quality services delivered to the customer. the benefits of the training and will it helps to
improve in following manner:
 Benefit for the employees: the various skill will be improve when the proper training
will be given to the employees. The services of the organisation will effective when
the training will be give to increase the skill of employees. Demonstrate to make the
employees that will create valued them enough to invest for improving loyalty and
staff retention with the effective training given to the employees. because they’re
being trained on your time, they see that you value them enough to invest in them as a
good company is seen as one that retrains rather than churns.
 Benefits for the business: As the new skills your workforce gains, targeting skills to
meet the needs of your operation for now and in the future. training your staff can
result in better customer service, better work safety practices and productivity
improvements
System approach to training and development can be explains as follows.
Analysis of training and development: This can be the most important approaches of the firm
which will help to recogniser the requirement of training to the employees or not. It may
sometimes be difficult to distinguish between training requirements and other issues that lead
to problems.

Design: This can be the anther approach of training in terms of effective training should be
designed to clear the objective of organisation and better development of employees can be
made easily.
Development: the various manner in which the training will be given in terms of effective
material to understand employees and improve their skills. For example hand out, power point
presentation and books etc.
Implementation: This can be the approach in which the training can be implemented as per the
design of the human resource development team and trainer of the organisations.
Evaluation: This can be last and final stage where the firm will evaluate the training and
development performance. Evaluations can be completed by testing knowledge and skills
immediately after completion of training or through consultation with employees and
supervisors after work has resumed.
P4 The effectiveness of Tesco training and development practices in terms of delivering a
return on investment, Productive and profits.
The training and development practices have the motive to fulfilled and delivering the
return on investment, productivity and increase the profits of the firm.
Evaluation on the basis of return on investment which gives the adverse impact on
organisation as well employees(Marchese, Reynolds and Linkov, 2018). ROI will focus on
the financial improvement of the Tesco. If the organisation will spent some of the amount on
training than it required the return on the investment.
ROI formula = Monetary Benefits- Training costs*100/ cost.
These will help to track the trainings costs involved in the design and development,
promotion. Management, technology and manpower used, facilities and employees salaries.
Once the training have been over the monetary benefits will be considered such as saving of
workers and increasing the profits of the organisations.
 Productivity of the employees and organisation need to increase which is the main
motive of trainings and development. If the firm will brings the effective trainings and
outcomes can be seen in the organisation with the rapid production and operation
without any error(Lozano, Lozano and Viveros, 2018.). If the organisation
productivity will increase with the help of employees performance improve after the

trainings and development outcomes will brings the positive working environment of
the firms.
 Profits of the firm will increased due to effective training which will help to cover the
return on the investment made in the different trainings and development sessions. As
the sales will be improve relation with the customer which will directly befits to the
organisation sales and outcomes of the increasing sales means more profits for the
firms.