Developing Relationships and Workplace Achievement at Tesco: A Report

This report examines Tesco's approach to developing relationships and fostering workplace achievement. It begins with an introduction to relationship development within a business context, using Tesco as a case study. The main body analyzes the potential advantages of personal development initiatives, such as improved employee capabilities, wellbeing, customer satisfaction, innovation, and change management. It also critically evaluates various development vehicles, including training programs and reward strategies, assessing their effectiveness and drawbacks. The report further outlines a plan to meet the specific expectations and development needs of individuals within the organization. The report concludes by summarizing the key findings and emphasizing the importance of employee development for Tesco's success.

Developing Relationships and
workplace Achievement

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Potential advantages of the personal development at the organisation........................................3
Critically evaluate development vehicle that available to organization.......................................7
Plan to meet the expectations and development needs of individuals.......................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Relationship development is defined as forming strategic partnerships and alliances with
other entities associated with the business environment. In order to contain business operations
companies needs to engage with various organisations and entities to improve the business
potentials. Such engagement is defined as building relationship with such entities and business
figures. This report is based on the case study of Tesco Company. Company operates its business
operations in retail sector and initiated its business operations in the year 1919. Jack Cohen is the
founder of the organisation. Headquarter of the company is located in Hertfordshire, England.
Company operates its own supermarket chain, hypermarket, superstores and convenience stores.
Company serve its services in more than 6800 locations at different parts of world. Tesco
Company is listed in London Stock Exchange and currently is associated with the FTSE 100
Index. Henceforth, report will aim to emphasis on the potential advantages organisation gets in
order to develop the employees in company. Different development vehicles that drive the
personal development at work place will also summarise in this report. Furthermore, report will
also keep its eye on projecting a plan that can meet the needs of personal development at
workplace in organisation.
MAIN BODY
Potential advantages of the personal development at the organisation
Personal development is about to improve the potential and capabilities of the human
resources associated with the organisation. Tesco Company conducts different campaigns in
order to develop the capabilities of company’s employees. These personal development
campaigns of company facilitated its capabilities in the following manners.
Improve capabilities of employees: Personal development campaigns play huge role in
improving the potential capabilities of employees associated with the company. Potential
capabilities of employees play huge role in improving the job efficiencies in respect to operating
different functional activities in company. Personal development at Tesco Company supported
management to achieve higher level of work efficiencies with the support of company’s
employees.

Improves employee wellbeing: Personal development campaigns operate at the Tesco Company
play huge role in improving the employee wellbeing at the work place. The aim of the personal
development is to improve the potential capabilities of employees associated with the company.
Management conducts different skill development campaigns that improves the work efficiencies
of employees (Ahmed and et.al., 2018). Due to employment advantages personal development
directly improves the employee wellbeing at the work place. Employee wellbeing affects the
sustainability of the human resources at the organisation. Due to high employee wellbeing
company able to sustain its employees apart from offering low salary structure. Personal
development plans in Tesco Company improved the potential capabilities of the company as the
organisation could sustain its work force which has also resulted into skilled employees at
different functional roles of the company.
High customer satisfaction: Personal development operations engaged at the Tesco Company
played huge role in achieving the high level of customer satisfaction from the company’s
operations. Personal development campaigns have supported company in improving the potential
capabilities of employees as it drives employees in improving the skills and capabilities. As it
directly improves the potential capabilities of company’s employees organisation could
effectively attracts the high level of consumer satisfaction from the company’s operations
(Aleem and et.al., 2018). Customer satisfaction is an effective tool which drives the growth and
success of the company in target market. Growth and success of the company highly depends
upon the level of consumer satisfaction achieve by the company from its functional activities. By
improving the level of customer satisfaction Tesco Company thrives its market growth not just at
regional level but also in the international retail market. Customer satisfaction also improves the
brand value of the company in target market. It drives company in improving its existing
consumer by achieving customer loyalty and high brand value.
Bring innovation in organisation: Innovation is an important aspect of the business
environment. Business environment is such a competitive environment. In such an aggressive
market competition innovation play huge role in improving the growth potential and capabilities
of the company in international market. Personal development programs run by Tesco Company
to improve the capabilities of its work force motivates employees to bring innovation in the
working practices of the company. Innovation is all about introducing new aspecst and

techniques to operate functional activities of the company. Personal development campaigns
directly motivate employees to implement new creative ideas and techniques for implementing
functional activities (Heckscher, 2018). Innovation also supports company in achieving the
competitive advantages in the market. Tesco Company has gained the massive success in the
retail sector all across the globe. Company is well known for its innovative ideas and techniques.
Company was also among the first companies who initiated selling its products over internet.
Due to its innovative techniques company has created a unique brand image in the market.
Innovation also improved the growth rate of the company in the international market. With the
support of innovation company and its employees plan strategies to introduce new products to
meet up the current and future needs of employees of company.
Improve change management process: Change management is a crucial process associated
with the business environment. All companies needs to engage with change management from
time to time in order to cope up with the expectations of the potential customers of the company.
Change management process also drives the organisation to achieve higher growth potential
from its business operations. Change is a crucial part of the business environment. Tesco
Company initiated changes in the organisation many times that supported company in dealing
with the existing needs and demands of market along with fulfilling the needs associated with the
future. Personal development programs operate by Tesco Management has supported company
in implementing change management in the organisation. Personal development campaigns of
company motivate employees to address the change in the positive manner. It enables employees
to get ready for accepting changes in the company time to time (Heiskanen, 2018). Campaigns
run by company in regards to change management has supported company every time change
management has implemented in the company. It has also improved the employee participation
in the process of change management in company. I order to implement the change management
process effectively employees play crucial role in order to accept the change. As the change
management also introduces new practices and techniques which many times drives employees
to oppose the change management in the company. Company could effectively cater trainings
along with personal development campaigns to adopt the changes implemented in the company.
Supported in business expansion: Personal development campaigns operated in Tesco
Company has supported the company to improve the skills and capabilities of employees. In

order to expand the business at international level many challenges also becomes part of the
organisation. In order to sustain the business in such a competitive environment skill employee
base of the company play huge role in dealing with such challenges (Luttrell and Capizzo, 2018).
With the support of personal development Tesco Company could manage the required skills
while expanding its business at the international market. Such programs of skills development
enabled company management to deliver skill employees at different locations attached with the
business expansion. This has supported company in implementing the business expansion
strategies to entertain effective profitability out of the business expansion strategies of company.
Maintain positive relation with employees: Personal development campaigns play huge role in
maintaining the healthy relationship with the forces employed in Tesco Company. Employee
relationship play huge role in improving the work culture of the company. Relationship building
with work force associated with the company is also among the key functional activities
associated with the company (Mashiane, Dlamini and Mahlangu, 2019). This play huge role in
improving the employee relationship in the organisation. Among the key advantages Tesco
Company has gained from its personal development programs establishing healthy relationship
with employees are consisted as among the key benefits of the campaign. Positive employee
relationship with employees drives employees to put extra efforts to improve the productivity of
company’s operation function.
Improve employee empowerment: Personal development programs drive by the Tesco
Company has supported the management in empowering its human resources. Employees are
among the key resources of the company that play huge role in achieving all objectives of the
company. With the support of the personal development camping company could improve the
employee’s capabilities that have further expanded the growth potential of company’s
employees. With the support of personal development campaigns Tesco Company has catered
the learning opportunity to its work force in order to learn new skills and working techniques
(Srirekha and Rao, 2017). These campaigns have also improved the knowledge of employees
about the business environment. All such knowledge and skills empowers employees which
further resulted into more effective employment and growth opportunities for such employees.
Tesco Company created an effective brand image in the retail sector worldwide and company’s
well skilled human resources are among the key reasons behind such a massive success of the

organisation. All strategies are implemented by employees that channelized into growth potential
of the company.
All the above points indicate about the potential advantages Tesco Company has gained
from the personal development activities run by company.
Critically evaluate development vehicle that available to organization
Tesco is multinational company which keeps cultural diversity at the workplace so that
easy to take competitive advantage and enables to understand needs of customer for the product
and it’s services. Tesco also focuses on employee’s skills development which improves their
performance at the workplace (Al Shobaki and Naser, 2016). Organization applies different types
of development vehicles to develop individual at the workplace. There are numerous
development vehicles which are described as follows:
Training and development program
It is important development vehicle of Tesco because it helps company to achieve
sustainable business performance. Training development program organizes by organization to
improve individual performance and sets of skill. The reason behind is that organization has aim
to make individuals multi tasker which helps company to achieve long-term and short-term goals
over the period. Another reason is this organization wants to lead coordination between new
joiners and existing employees as result they work together and encourages each other to achieve
common goal. This program contains two type criteria’s i.e. training and development. By the
program easy to access both type employees i.e. new joiner and existing employee. Training
helps new joiners to understand how to perform task at the workplace and how to deal with
complex situation. On the other development supports individual to develop sets of skills as
result improves performance and working efficiency as well. Training and development program
is not support to develop new skill and learns how to work at the job place but also maintains
wellbeing of employees. Apart from this, employees get chance to learn new tactics which
supports to deal with complex task within workplace and make them liableto handle number of
responsibilities in the absence of other employees (Menzies and Tredinnick, 2017). It has some
drawbacks as well such as it is time-consuming vehicle and costly as well. The development
vehicle is quite effective in employee development because it helps to develop new skills and

influences their performance but it cannot meet individual’s needs. There has a reason such as
each employee has different development needs which leads differentiation from each other. The
training and development program is good to improve skills but cannot meet individual
development needs in the workplace.
Reward strategy
It is essential development vehicle that is used by Tesco to improve employee wellbeing
at the workplace. Reward strategy is effective tool within organization because it motivates
employee to more efforts in their performance so that they can become part of rewards strategy.
There are two type rewards i.e. incentive and recognition which is used by manager of Tesco to
motivate employee within workplace. Manager offers incentive as reward to those employees
who achieves wide number of tasks in minimum time. The incentive strategy uses by manager to
deal with work pressure and achieve short-term goals. Incentive strategy is not help company to
achieve short-term goals but also improves employee’s working potential effectively at the
working place. As same recognition as reward is the best strategy that follows by organization to
retain employee prolong time within company and make sure for the job responsibility. Each
employee of the organization aspect to receive recognition from the employer, so they support
organization to meet its objectives over the period (Singh, Singh and Banerji, 2018). Recognition
makes employee honest for its responsibility and inspires them to give high performance. Tesco
follows reward strategy to develop sustainable performance of individual. The development
vehicle has several drawbacks as well such as it cannot meet individual’s development needs
because most of the employee inspires by money while other needs leisure’s or relaxation that
encourages them to give high performance.
Motivation factors
Leadership style is one of the main motivation factors that is considered as development
vehicle because good leadership style motivates employee to give high performance by
understanding their attitude for their job. Tesco applies this dovelopment vehicle to improve
employee’s performance at the workplace. For example,leader adapts specific leadership style
according organization culture which helps them to understand needs of organization and it’s
goals. When leader understand organization needs then they understand individual employee’s

needs at the workplace. In last leader adapts specific leadership style that support leader to meet
both employee and organization needs (Singh, Olugu and Musa, 2016). By the good leadership
style easy to analyse weak area of employee by leader and motivates them by meeting their
objectives. Leader invites employees in the decision-making process and encourages them to
share their views about the decision. Even leader gives values to the staff by listening them
properly which builds good relation between employee ad leader. Apart from this, leader
provides two-waycommunication that become more easier for the employee to communicate
directly regarding their issues related to salary or work pressure.Leader sets vision for the staff as
well so that they direct in right direction and gives their high efforts to achieve common goal. It
is quite effective vehicle of the Tesco because supports firm to achieve it’s long term goal over
the period.
Performance development system
It is development vehicle that is used by Tesco to develop individual performance by
improving their weak area. The performance development system is a strategic approach that
determine strength and weaknesses of individual within workplace. By the system can easy to
asses weak area of staff that needs to improve effectively. It is constant communication system
that helps employer’s workforce in accomplishing expected behaviours as well as result. The
performance dovelopment system provides two-way communication between employer and
supervisor about employee performance (Wang, Mi and Liu, 2018). Manager applies the system
to understand individual’s development needs and their expectation. Even it helps employees as
well to determine it’s weaknesses and strengths so that they can improve their skills or
performance own. Performance rating scale also used by organization while improving
individual performance at the workplace. This system is quite effective for the manager because
they also get chance to improve its supervising skills and provides understanding to critically
analyse employee’s needs. It has some demerits such as it is more time-consuming and costly as
well.
All of the above vehicle of development are used by Tesco to meet individuals’
development needs within workplace.

Plan to meet the expectations and development needs of individuals
For successfully promoting personal development of employees Tesco must follow a well
planned strategy. The following plan is able to identify the professional and personal needs of
staff members so that their expectations can be meet and they can be groomed to enhance their
efficiency towards organisation.
Review and analysis of job description:
Tesco is well known for quality services as well as efficiency of its staff members. It is
possible with highly effective recruitment and selection strategy followed by the organisation.
The first step in the development plan which must be taken into consideration by organisation is
analysis of job description of team members (Smither, Houston and McIntire, 2016). The
management and leaders must have complete knowledge of the expected job skills which
individual may require to complete their task and to gain professional excellence. With
increasing competition, changing technology and globalisation existing skills of individuals keep
changes regularly. Thus it is very essential that organisation and top management must be aware
about the skill needs of an individual to enhance their productivity at work place.
Improved communication with the individuals:
One of the reasons which may result in the performance and development gaps in
employees is lack of interaction between team members or management authorities. The training
and development plans cannot achieve success until individual needs are not identified properly
and in accurate direction. Thus to assess such needs it is suggested that managers or leaders of
Tesco must personally interact with each team members. It will also develop a strong connection
between authorities and individuals required for working in collaboration with each other
(Edmondson and Harvey, 2018). The regular interaction sessions can help organisation to assess
the questions such as training needs, ambiguities about job roles, self assessment results and
challenges faced by staff members which prohibit the achievement of goals. Another important
advantage of improved communication is that it guides in identification of personal goals and
perspective of employees towards their capabilities and organisational goals.
Monitoring:

In order to effectively deliver the expected development goals it is essential that along
with the employee needs there must be regular monitoring so that performance gaps can be
identified. The performance of each individual must be monitored and analysed so that their skill
gap and organisational requirements can be assessed clearly. Tesco uses various approaches to
monitor the individual performance (Rana, Ardichvili and Polesello, 2016). For instance, 360
degree feedback from customers, managers and other team member’s givens proper justification
of the performance review. The monitoring must be conducted on time bounded tasks as well as
on difficulty level of organisational tasks. The monitoring outcomes helps organisation to
formulate strategies which are essential to develop an individual on the basis of their actual
personal and organisational performance.
Collecting data:
In order to gain the competitive advantage it is required that Tesco must approach its
monitoring results in sensitive way. The gathered data is of great help to assess the necessary
information for performance management and development program. In addition to the
performance of individuals in organisational tasks company must gather data from other external
and internal stakeholders as well. However it is the responsibility of the organisation to ensure
that all information is collected in dignified and ethical manner. The performance and skill
evaluation of the employees must not harm their dignity and cultural or personal values. For
effective development plan it is also mandatory for Tesco that it must not generalised the opinion
or evaluation for all staff members. Instead each individual must be evaluated and assessed on
the basis of capabilities.
Analysis and preparation of data:
Another important stage in the personal development planning process is that skills and
capabilities of individuals must align with the organisational objectives and goals. The outcomes
of this stage are important for Tesco as it indicate the extent up to which improvements are
required in an individual. For gaining better results in this stage company can also review its
competitors, market analysis and actual needs of its staff members (Noe and Kodwani, 2018). On
the basis of organisational needs company can identify the existing gaps in its work force and
can also prioritise the skills for development.

Actions:
This is the last stage of the development plan and is considered as the most important
phase in which necessary actions are taken to develop staff members. On the basis of identified
needs Tesco implement development and training programs which are required by the each team
member of the work force. For successful operations Tesco utilises following strategies:
On job training: With on job training individuals explore the development opportunities at their
own. Thus individuals seek help from the other experienced team members for learning new
competencies and skills. This approach is highly effective in terms of cost and delivery method.
Cross culture training: Tesco not only provide services to vast range of customers but also to
diverse teams. Thus it is equally important for employees to learn collaboration and coordination
(Gagné, 2018). For this purpose cross culture trainings are also provided in organisation leading
to higher job satisfaction and flexible team working policies within business environment of
Tesco.
Active training: For building a flexible and productive work culture organisation also emphasis
on promoting active training among individuals by means of group learning, practical
demonstrations and tasks, games and fun activities. The purpose of this type of training programs
is to develop the employees as well as to motivate them for productive working by means of
flexible work policies or working.
Instructor training: In this type of training programs Tesco arrange training for its staff members
by experienced consultants or trainers so that individuals can be developed by guidance from the
professionals. This type of training is highly precise and valuable as it teaches individual to work
with expertise in the challenging business environment.
Online training: With recent technological changes and increasing online operation of Tesco it
has also become essential for the organisation to make its employees capable to deal with
regularly changing technology. For such kind of regular changes it is not convenient and cost
effective to organise instructor or other form of training. Thus in such situations organisation
provide online training to all individuals (Lussier and Hendon, 2017). This type of training is
very quick, cost effective and time efficient. In the globalisation era when organisation is