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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Figure 2: Evaluation form for the training provided
(Source: Created by the author)
(ii) Carry out the evaluation by analysing the responses to the evaluation form and
Feedback 1:
Evaluation Form
Name: Will Maxwell
Department: Marketing
Location: UK
Contact Number: 8974536975
Email: [e-mail]
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? - 2
The content was suitable for the short training period. The handbook provided to us had detailed
information regarding learning styles and training methods but not on negotiation and
communication skills.
Q2.Were the objectives stated addressed during the training session. - 3
Yes, it objectives were met. We were briefed on all the necessary skills and methods
Q3. How effective was the discussion session with the managers insightful? - 4
The discussion session was very effective as the managers were enthusiastic on sharing their
experiences. Most of the questions were answered and the colleagues were also very co-
operative.
Q4. How effective were the techniques used during training? - 4
The discussion and on-the-job technique was very useful and productive.
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Q5. Is another training session required for the same areas?
I would like to attend another session which would sustain for a longer duration
Additional Comments
______________________________________________________________________
______________________________________________________________________
Feedback 2:
Evaluation Form
Name: Smith Mehralli
Department: Marketing
Location: UK
Contact Number: 8621459720
Email: [e-mail]
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? - 2
In terms of content I think it was limited in approach as the content was more focussed on the
learning style and its adoption than the skill we were ought to be taught
Q2.Were the objectives stated addressed during the training session. - 3
Yes it was addressed effectively
Q3. How effective was the discussion session with the managers insightful? - 2
It was very effective however, I felt a little uncomfortable in communicating in public
Q4. How effective were the techniques used during training? - 4
The on-the-job session was effective however, I was apprehensive during the discussion session
Q5. Is another training session required for the same areas?
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Another session is required with extra content
Additional Comments
Please consider planning another training session as I still am not confident regarding the job
role and skills
Out of the several evaluation forms received, two of them have been presented above. Based on
the evaluation done, it has been witnessed that the employees in the marketing department have
issue with training manual provided to them because as per their views it does not contain much
information on the communication and negotiation skills. The training manual provides details
on the learning styles and models however; the skills and tools have been ignored. Another
problematic area identified is discussion method of training. It has been noticed that some of the
employees are reluctant and resistant to participate in the discussion sessions and raise their
doubts in front of the crowd. Therefore, it remains unattended. Moreover, the human resource
manager needs to increase the time of the training session as the employees feel that it was too
short to learn all the skills and methods. Additionally, the employees were comfortable with the
objectives and the overall training session although they have requested for another one with
longer duration.
(iii) Review how successful was the evaluation form for e.g. did it provide you evidence as
to whether the training was planned properly, delivered properly and achieved the
intended objectives.
The human resource manager prepared the evaluation form after consulting with the seniors at all
levels. The form was circulated among all the employees who participated in the training process
and belonged to the marketing department of Tesco. The form addressed all the questions related
to the training and the systematic approach of preparing the training session. The training form
was structured and allowed the employees to provide additional comments, which they felt was
necessary to be brought to the notice of the management.
Evaluation of the training program using the form did help the human resource manager to
gather evidence on the effectiveness of the planning of the training session. The employees were
asked questions regarding the meeting of objectives during the training session and whether it
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was effective or not and also answered regarding the material provided. These questions helped
in judging the planning process. On evaluation it was rectified that improvements in the material
and content being pro0vided was required.
For judging the delivery process, the employees were asked on the effectiveness of the training
methods used and discussion process. On reviewing the evaluation form, it was ascertained that
some employees were reluctant on sharing their views in front of the crowd, which triggered the
need for planning another training session on public speaking skills. The review process of the
evaluation form was effective as it helped the human resource manager to identify and
understand that the training process was able to address the stated objectives. Hence, the review
of the evaluation form was an effective decision as it assisted the company and the human
resource manager to understand the areas where they have been effective and also the areas
where improvement is required.
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Part 2
Task 4
Introduction
The government can reach a far greater audience than a private organization. As a result of this
factor, they may support all the training initiatives with much greater efficiency than any other
private organization can achieve. The Government of the United Kingdom, the highest
legislative body in the region, plays an important role in improving and helping improve its
people. In the past, and even now, the government of UK has played an important role in
virtually all areas where training and development campaigns are needed.
Discussion
Lifelong learning refers to learning opportunities, both formal and informal, aimed at
encouraging the continuous growth of knowledge and skills. These skills are needed in various
aspects of professional and personal life. The purpose of the United Kingdom government is to
create a variety of lifelong learning opportunities that make it common for work in the UK and
international markets. For example, lifelong learning enables the UK government to provide its
workers with the skills they need to help with local financial growth.
The government has informed the masses about the benefits of such training modules. This
means that they do not have to complete a training process every time they apply for a job. All
they have to do is refresh their existing skills. The basic idea of the lifelong learning principle is
that almost all professions require certain skills, like professional skills, communication skills
and many others (Chelladurai and Kerwin, 2017). The government plans to offer this basic
education through its modules. It allows them to apply for any work that fits their specific skills.
Education that is also offered in a country like UK has many basic standards. If someone has to
work for an organization, they must complete the training to fill the gap between their training
and the company's requirements. With its initiatives, the government of UK has planned to
reduce this gap. Different functions that the government undertakes to successfully launch all of
those programs that are vary from the awareness, allocation of funds according to the program's
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viability and many others. The government of UK may also cancel the execution of programs if
they are found outdated or useless for learners. The UK government may create an adequate
working environment in which all individuals have similar skills. The government of UK is a
pioneer in this area and provides inspiration to several private companies to develop like training
and development programs.
Competencies are defined as the skill of a person or organization to allow a person to achieve the
expected outcomes and meet their expectations. Primary education, however, is never enough for
a person to be competent. Most of the people of an organization confuse qualification and
competition as similar things; that they are not. Regardless of how qualified a person is they will
always need a set of prerequisites to perform a particular task at the appointed time. Inside an
organization, the competency can be identified as a hierarchical structure that is started from the
basic level and then move upwards to be expert on that area.
Everything in the middle, of beginner and practitioner as well as expert professionals need a
medium level of competency, and professionals must have the skills to work at these levels.
Every time a person joins a new organization, they must start from the beginning. After that, they
get valuable knowledge to climb the stairs. This is approximately that the government of UK
helps people with their training initiatives (Beardwell and Thompson, 2014). They make their
staff competent enough to do the work across hierarchical levels inside a company. Previously,
none of these levels was so prominent, that caused public as well as private companies to lose
their valuable business.
However, significant progress has been made in this regard since the beginning of the
competitive movement of the United Kingdom Government. This idea and the movement as a
whole were constantly discussed by several experts from public along with private sectors.
People always believed in the incompetent organization, public or private, will not be able to
adequately care for them, and that is why participation in the government's competitive
movement is one of primary commitments of the United Nations organizations Participate in the
Kingdom (Armstrong and Taylor, 2014). The public sector units have invested heavily in
developing rigorous training modules for their employees to be proficient in promoting the
growth of the company and the nation.
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In the United Kingdom, training programs in public sector enterprises are a common standard.
However, private sector organizations have tried to reduce the costs of these modules. In order to
make their employees competitive, they are looking for already experienced employees by
recruiting them with attractive payment packages. They also have this factor of competence by
dismissing employees for ineffective work, lack of competitiveness and so on. This process, used
by the private sector, helped them operate with minimal risks during the UK recession.
Therefore, the examples above have clearly shown how the skills movement has influenced both
public and private bodies in the United Kingdom.
Conclusion
The initiative that has been taken by government of UK to include several raining and
development programs as everyday curriculum which has greatly benefited lots of organizations,
irrespective of products and other services that might be given. The United Kingdom government
has also set some serious standards for its workplace; it is also extensively believed that it is one
of a cue of different countries and companies to begin the same.
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Conclusion
In order to include, it can be suitable to state that a country’s government can play a key role in
to the creation of an aggressive workforce and ambitious. Several units of the public and
private sectors in the country can gain a great competitive advantage
through these workers and can therefore independently offer training
programs. Training process should be geared to lifelong learning as they
minimize the gap between individual skills and the skills required for
effective work in an organization. From a worldwide perspective, not only
does this workforce enable the company to function efficiently, it also affects
the economic expansion of various domestic sectors.
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