Analyzing HR Development Practices: Tesco UK Case Study Report

This report provides a comprehensive analysis of human resource development (HRD) practices within Tesco UK, emphasizing the increasing importance of HRD in dynamic labor markets. It explores various HR practices including recruitment, selection, training, performance analysis, and continuous development. The report delves into different learning styles such as Kolb's learning styles, Honey and Mumford’s learning styles, and Myers-Briggs Type Indicator to understand individual learning preferences, which are crucial for effective training programs. It also discusses the learning curve and the significance of learning transfer in the workplace, highlighting the importance of applying acquired knowledge to enhance job performance. Furthermore, the report compares training needs at different organizational levels within Tesco and assesses the advantages and disadvantages of various training methods. A systematic approach to planning training events, particularly in the marketing department, is outlined, focusing on identifying training needs, defining learning requirements, setting objectives, and planning implementation. The role of the government in HRD is also discussed.

Human Resource Development in action
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Table of Contents
Introduction..................................................................................................................................3
Part 1................................................................................................................................................4
Task 1...........................................................................................................................................4
Task 2...........................................................................................................................................8
Task 3.........................................................................................................................................12
Part 2..............................................................................................................................................17
Task 4.........................................................................................................................................17
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................21
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Introduction
The increasing dynamicity in the labour markets, human resource development has become an
integral part of the organization structure. The concept of human resource development is wide
in nature as it involves various human resource practices from recruitment, selection, training,
performance analysis and continuous development at workplace. It deals with the human asset of
the company and is detrimental as assessment of human behaviour is difficult. In this
assignment, significance of human resource development would be explained by the application
of theories and concepts by referring to the case study of Tesco, UK. The role of the government
in this aspect has also been discussed.
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Part 1
Task 1
(i) A comparison of different learning styles
Learning styles are a range of contested propositions and theories aiming at identifying the
differences in the learning styles of various individuals. The theories proposed by the experts
define various styles, which individuals adopt to learn. The human resource manager of Tesco,
UK has researched on various learning styles to understand the difference, which would be
helpful during the training process.
Basis of
Distincti
on
Kolb’s Learning
Style
Honey and
Mumford
Myers Briggs Social Learning
Theory
Concepti
on
Promotes the idea of
experiencing
translating into
concept through
reflection, which acts
like guide to the
process of active and
new experimentation
choices
Promotes
learning
approaches
proffered by
individuals to
enhance their
personal learning
and identify their
learning style
Promotes
measurement of an
individual’s
personality using a
structured
approach
Promotes learning
through the method
of observation
modelling and
imitation
Learning
styles
 Diverger
 Assimilators
 Converger
 Accommodato
rs
 Activist
 Theorist
 Pragmatis
t
 Reflector
 Extraversio
n -
Introversio
n
 Sensing -
Intuition
 Thinking -
Feeling
 Attention
 Retention
 Reproductio
n
 motivation
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 Judging-
Perceiving
Emphasi
s
It emphasizes on the
four-staged learning
model, which can be
entered on any stage
but has to be followed
sequentially to reap
maximum benefits.
It emphasizes on
the learning
approaches of
self-assessment
chosen by the
individual
himself.
It emphasizes on
the preferences of
the learning style
made by
individuals as per
their comfort and
understanding
level.
It emphasizes on
the modelling
process of learning
by observation or
imitation
Table 1: Comparison of learning styles
(Source: Www2.le.ac.uk, 2018, Files.eric.ed.gov. 2018, Anon, 2018)
(ii) The learning curve and the importance of learning transfer in the workplace
Learning curve is a graphical technique of representing geometric progression depicting the
decreasing cost of accomplishments with a repetition in activities. With the production of each
successive unit, the decrease rate is lowered (LEARNING CURVE THEORY, 2018). The curve
also termed as experience curve or improvement curve is expressed in percentage terms as it
shows the increasing experience and efficiency of the individual in performing the job role. The
enhancement of skills and efficiency gained by an individual is reflected in the decrease of cost
and person-hours.
Using this concept, the human resource manager of Tesco should delegate the job roles and
responsibilities based on individual capabilities and competencies to ensure high level of
efficiency and productivity. The job roles should not be changed in quick frequencies as repeated
actions enhance the efficiency levels of the employees and decreases the cost of production for
the companies.
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Figure 1: Learning Curve
(Source: Wps.prenhall.com. 2018)
Learning transfer is defined as the degree of an individual’s capability of transferring the
knowledge and skills gained during the training session to the job (Malamed, 2017). The process
of optimally utilizing the knowledge gained during the training workshops in the actual job
performance is an integral part of an employee’s professional career as it reflects his/her
capabilities and competencies of adaptability and understanding level. The importance of
learning transfer is as follows (Malamed, 2017):
 Tesco invests heavily in training their employees for suitable and specified job roles.
Hence, the positive process of learning transfer would be a high return on investment for
the company, as the employees would be using the knowledge to perform better.
 Learning transfer would create a positive, healthy and cohesive working environment and
culture in the company. As everyone would be efficiently working, the environment
would be of healthy competition and learning.
 Effective process of learning transfer would help in garnering management support. The
support from the management would ensure that the employees are guided in the correct
direction providing them opportunities of self-growth and opportunity.
(iii) Importance of learning styles and theories when planning and designing a learning
event
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Learning styles in an individualistic approach of understanding, obtaining and acquiring skills
and knowledge (Pritchard, 2013). They are the models and theories specifying various methods
of self-learning and growth assisting the individuals to become knowledgeable and skilful in
their lives. They offer a conceptual framework chosen by the employees or individuals
themselves making them adaptable to varied situations. Hence, a thorough understanding of
learning styles and models is essential before organizing a training event to understand the mode
of learning, which the employees prefer.
The human resource manager of Tesco should not limit the choice of learning style to one but
adopt a variety of it based on the employee preference (Cantrell and Smith, 2010). Every
employee has different learning preference and choice of one style would limit the understanding
of the employees and nullify the efficiency of the training session. Therefore, the human resource
manager of Tesco has focussed on the learning style, which aims at obtaining effective result
with the help of learning events.
Consideration of learning styles when planning and designing an event would enhance the
efficiency of the entire process. The trainer would use different learning styles and methods
while explaining and briefing the employees ensuring that every employee understands the
information being communicated (Hamilton, 2013). If the learning style were as per the
preference of the employees then they would be able to understand the concepts in a more better
manner and absorb them also later implementing it in their job roles. The understanding of varied
learning styles and its methods would help the human resource manager to communicate with all
the employees effectively. Hence, the consideration of learning styles before planning and
designing an event helps in its success and high rate of effectiveness, favouring the
organizational growth.
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Task 2
(i) Compare the training needs for staff at various levels in the organisation.
In a large-scale organization, assessing the needs of the employees is one of the most important
aspects of human resource management as it involves training and development of workforce.
Tesco follows a flat hierarchical structure where different positions are delegated to different
employees based on their skills, knowledge and competencies. Owing to the dynamicity of the
external business environment, the company keeps making changes in their processes and
activities (Demil and Lecocq, 2010). Hence, to ensure that the employees are accustomed to the
changes, the training needs have to be assessed. The human resource manager needs to identify
the areas where the employees at various levels of the company need to be trained to ensure high
effectiveness and performance. Recently, the human resource manager has identified the training
need in the marketing department of the company.
The most important skill required in the marketing department is interpersonal skills. With
several new recruitments and change in the internal and external communication method, the
senior, middle and junior level managers require training in this area. The senior manager needs
to be trained in forming proper messages that have to be delivered to the middle level managers.
The senior managers should be confident and convincing in their speech. The middle level
managers also need to be trained on using modern communication channels like social media to
communicate with the customers and employees. Similarly, the junior level managers also
require training, as they have to communicate with the customers and have to be convincing in
their approach.
Another skill where the employees need to be trained is analytical thinking. The senior manager
needs to be trained with respect to understanding of employee behaviour and needs so that they
can help their subordinates in executing the strategy. Similarly, the middle level managers
require a training for understanding the thought process and needs of the customers and
managers so that they can help both the parties and achieve the organizational goal
simultaneously. The junior level managers need to be trained in determining the thought process
of the customers as they directly deal with them. Negotiation is also a required skill as the senior
manager needs to negotiate with employees and board of directors, middle manager with
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customers and senior manager and junior manager negotiates with the customers (Wilson and
Gilligan, 2012).
(ii) Assess the advantages and disadvantages for different methods of training
The merits and de-merits of different methods of training are as follows:
Methods of training Advantages Disadvantages
On-the-job training Provides practical experience
to the employees leading to
quick and systematic learning
To save resources, the process
is training is sometimes
finished in haste and
moreover, the productivity of
the employees are also low
since they have to be assisted
in every step leading to more
consumption of time
Technology-based learning The procedure is cost
effective, controlled and
flexible as they eliminate the
geographical boundaries
Requires computer
competency among all
employees and probability of
technological issues is high
Coaching Enhances team building
process and openness to
development and learning
acting as motivation factor
Adopts macro approach and
may not address the individual
areas of weakness
Role Play Helps in creating an
understanding among the
employees as the role-play is
done in groups and also
connects the theory and
practice.
Creates an uncomfortable
situation for employees who
do not prefer performing in
front of the crowd
Discussion Allows career development
and more insights on the job
Lack of interest from the
managers would affect the
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roles as the interactions are
with managers and colleagues
effectiveness of the process
Table 2: Advantages and Disadvantages of Methods of Training
(Source: )
(iii) Use a systematic approach to plan training event on any area of need.
The systematic approach to plan training event in Tesco in the area of marketing are:
Identification of training needs: This is the first and the most essential step as the entire process
is dependent on it. The human resource manager needs to analyze all the areas in the
organization and find out the area where providing training is most necessary (Unodc.org. 2018).
The present area is identified is in the marketing department. The employees at all the levels
have to be trained regarding communication skills using modern tools like social media and
internet along with negotiation skills.
Defining the learning required: In this step, the human resource manager has to provide a
detailed analysis defining the skills and learning, which have to be imparted to the employees. In
this step, a detailed analysis of the communication and negotiation skills pinpointing the exact
areas would be provided so that the plan prepared covers all the aspects and is structured in
nature.
Setting objectives: In this step, the human resource manager will set the objectives based on the
training needs. The objectives of the training plan would be set as per the areas where the
employees have to be trained so that their productivity and knowledge level can be enhanced
(Unodc.org. 2018). The objectives set in the present situation are to enhance the communication
and negotiation skills of the employees and make them adept with the new technology and the
methods introduced in the market and the organizational processes.
Planning and implementation of training: The human resource manager has to prepare a
structured plan for training the employees based on needs, requirements and objectives. The plan
prepared has to be implemented within a stipulated period. The human resource manager of
Tesco has considered of using coaching and discussion to train the employees coupled with on-
the-job training. The plan has been implemented also for the employees.
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Evaluation of training: While the training session is being performed and after its completion,
the human resource manager has to evaluate and analyze it to ascertain its effectiveness and
contribution in achieving company goals. The human resource manager of Tesco conducted a
detailed evaluation technique wherein he identified the contributions made and the also the areas
of improvement so that the next training session plan is more effective.
Figure 2: Systematic approach to plan training
(Source: Created by the author)
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Identific
ation of
training
needs
Defining
the
learning
required
Setting
objective
s
Planning
and
impleme
ntation
of
training
Evaluati
on of
training

Task 3
(i) Prepare an evaluation form to consider what the staffs have learnt, the usefulness of the
training and feedback about the trainer
Evaluation Form
Name: _________
Department: _________
Location: _________
Contact Number: ________
Email: ________
Rate the questions based on the following guideline:
1 Ineffective
2 Somewhat effective
3 Effective
4 Outstanding
Q1. How meaningful was the training imparted useful in terms of content?
____________________________________________________________________
Q2.Were the objectives stated addressed during the training session
___________________________________________________________________
Q3. How effective was the discussion session with the managers insightful?
_____________________________________________________________________
Q4. How effective were the techniques used during training?
______________________________________________________________________
Q5. Is another training session required for the same areas?
______________________________________________________________________
Additional Comments
______________________________________________________________________
______________________________________________________________________
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