Unit 21- Assignment 1
Training provides an opportunity for employees to grow their knowledge and improve their job skills
to become more effective in the workplace. Training is crucial for an individual to learn essential
skills in order to do their job. On the other hand, development has a long-term view and follows
after training. It is all about preparing the employee for their current as well as future jobs, by
providing them with learning opportunities to increase their capabilities and prepare them for
additional responsibilities within their role or a new one.
Tesco:
For a business to succeed, it needs staff with the correct range of skills and knowledge that will
allow them to perform effectively. Training and development play an important role in the
effectiveness of organisations. For companies to keep improving, it is important for organisations to
have continuous training and development programs for their employees. The purpose of training
and development in Tesco is to provide employees with information and guidance on how to better
perform certain tasks. Directly providing a service to customers, employees at Tesco undergo
training to improve their skills and knowledge of the job and build more confidence in their abilities.
This will improve their performance and help them work more efficiently and effectively. Improving
productivity can ensure tasks can be performed far quicker, mistakes are less likely to occur and the
quality of work is improved. Tesco offers training to its employees to increase their motivation.
Motivation refers to how driven and happy an employee is in their role. Offering training can make
staff feel valued by the business and therefore encourage the employees to further contribute their
best efforts to support the organisation in achieving its aims and objectives. Another reason why
Tesco trains its employees is to improve customer service as well trained staff are able to provide a
more consistent, higher quality standard of service to customers. Providing a better level of
customer service often leads to an increase in sales.
Strategic
The strategic reason for training and development at Tesco is to maintain its position as a market
leader. Tesco trains and develops its workforce to provide employees with the knowledge, skills and
tools to be able to offer consistent and exceptional customer service that can therefore ensure high
levels of customer satisfaction. Customer satisfaction serves as your unique selling proposition that
helps Tesco differentiate itself from its competitors and maintain its market leadership position.
Operational
The operational reasons for Tesco to train and develop its employees are to create a more flexible
workforce by providing employees with diverse skill sets that can transition more easily into other
roles within the organisation. Multi-skilling employees through training and development ensure
employees are able to undertake a range of different tasks and work in more than one department
providing a level of flexibility that allows Tesco to adapt to changes in market conditions and
, increases in demands.
Departmental
Various departments within Tesco are likely to have individual training plans in place in order to
fulfil a collective need and objective such as to improve the quality of customer service at Tesco. The
human resources department at Tesco aims to improve customer service through training and
development by enhancing employee’s product knowledge and providing sales training to allow
employees to communicate the benefits of the company’s products and services in a compelling
manner and ensure that customers receive a high standard of service thus promoting repeat
business.
Individual
Individual training may be needed at Tesco when introducing new policies and procedures to comply
with legislation and ensure employees are familiar and informed with regulations or business
developments affecting working conditions. Amidst the pandemic, Tesco had to replace outdated
policies with new safety measures and precautions to guide employees on how to prevent the
spread of coronavirus within the workplace and protect the health of customers visiting the
premises.
Training Needs Analysis
A Training Needs Analysis (TNA) reviews the current skill levels of staff, identifies the
skills/knowledge gaps in the business and looks at new skills that could take the business forward.
Before undertaking a TNA, a business must be able to define the skills and knowledge that it
requires its workforce to have. To achieve its main objective of maintaining market leadership,
Tesco must evaluate the skills of its staff and highlight the skills required of employees to reach the
desired objective. Tesco identifies training needs by conducting various methods of performance
evaluations with employees. An example of a method of performance evaluation used to identify
training needs within the workforce at Tesco is one-to-one appraisals. One-to-one appraisals are
frequently used to review an employee’s progress towards their individual targets. Performance
evaluations provide the opportunity to identify areas of improvement to therefore provide Tesco
with a clear direction on development needs. For the purpose of analysing the training needs of the
business, they are used to review and identify the current skills levels of employees. From a full
review of this, training can be designed and modified to meet the needs of individuals to effectively
fulfil their job roles and company objectives. Once a review of current skills within the workforce is
complete, the results can be compared to the skills, knowledge and competencies required for the
business to operate successfully and meet what each individual department or area within Tesco
requires the employees to do. Using the information gathered, Tesco would need to determine
training methods suitable for the training needs of the workforce and produce or implement new
Training provides an opportunity for employees to grow their knowledge and improve their job skills
to become more effective in the workplace. Training is crucial for an individual to learn essential
skills in order to do their job. On the other hand, development has a long-term view and follows
after training. It is all about preparing the employee for their current as well as future jobs, by
providing them with learning opportunities to increase their capabilities and prepare them for
additional responsibilities within their role or a new one.
Tesco:
For a business to succeed, it needs staff with the correct range of skills and knowledge that will
allow them to perform effectively. Training and development play an important role in the
effectiveness of organisations. For companies to keep improving, it is important for organisations to
have continuous training and development programs for their employees. The purpose of training
and development in Tesco is to provide employees with information and guidance on how to better
perform certain tasks. Directly providing a service to customers, employees at Tesco undergo
training to improve their skills and knowledge of the job and build more confidence in their abilities.
This will improve their performance and help them work more efficiently and effectively. Improving
productivity can ensure tasks can be performed far quicker, mistakes are less likely to occur and the
quality of work is improved. Tesco offers training to its employees to increase their motivation.
Motivation refers to how driven and happy an employee is in their role. Offering training can make
staff feel valued by the business and therefore encourage the employees to further contribute their
best efforts to support the organisation in achieving its aims and objectives. Another reason why
Tesco trains its employees is to improve customer service as well trained staff are able to provide a
more consistent, higher quality standard of service to customers. Providing a better level of
customer service often leads to an increase in sales.
Strategic
The strategic reason for training and development at Tesco is to maintain its position as a market
leader. Tesco trains and develops its workforce to provide employees with the knowledge, skills and
tools to be able to offer consistent and exceptional customer service that can therefore ensure high
levels of customer satisfaction. Customer satisfaction serves as your unique selling proposition that
helps Tesco differentiate itself from its competitors and maintain its market leadership position.
Operational
The operational reasons for Tesco to train and develop its employees are to create a more flexible
workforce by providing employees with diverse skill sets that can transition more easily into other
roles within the organisation. Multi-skilling employees through training and development ensure
employees are able to undertake a range of different tasks and work in more than one department
providing a level of flexibility that allows Tesco to adapt to changes in market conditions and
, increases in demands.
Departmental
Various departments within Tesco are likely to have individual training plans in place in order to
fulfil a collective need and objective such as to improve the quality of customer service at Tesco. The
human resources department at Tesco aims to improve customer service through training and
development by enhancing employee’s product knowledge and providing sales training to allow
employees to communicate the benefits of the company’s products and services in a compelling
manner and ensure that customers receive a high standard of service thus promoting repeat
business.
Individual
Individual training may be needed at Tesco when introducing new policies and procedures to comply
with legislation and ensure employees are familiar and informed with regulations or business
developments affecting working conditions. Amidst the pandemic, Tesco had to replace outdated
policies with new safety measures and precautions to guide employees on how to prevent the
spread of coronavirus within the workplace and protect the health of customers visiting the
premises.
Training Needs Analysis
A Training Needs Analysis (TNA) reviews the current skill levels of staff, identifies the
skills/knowledge gaps in the business and looks at new skills that could take the business forward.
Before undertaking a TNA, a business must be able to define the skills and knowledge that it
requires its workforce to have. To achieve its main objective of maintaining market leadership,
Tesco must evaluate the skills of its staff and highlight the skills required of employees to reach the
desired objective. Tesco identifies training needs by conducting various methods of performance
evaluations with employees. An example of a method of performance evaluation used to identify
training needs within the workforce at Tesco is one-to-one appraisals. One-to-one appraisals are
frequently used to review an employee’s progress towards their individual targets. Performance
evaluations provide the opportunity to identify areas of improvement to therefore provide Tesco
with a clear direction on development needs. For the purpose of analysing the training needs of the
business, they are used to review and identify the current skills levels of employees. From a full
review of this, training can be designed and modified to meet the needs of individuals to effectively
fulfil their job roles and company objectives. Once a review of current skills within the workforce is
complete, the results can be compared to the skills, knowledge and competencies required for the
business to operate successfully and meet what each individual department or area within Tesco
requires the employees to do. Using the information gathered, Tesco would need to determine
training methods suitable for the training needs of the workforce and produce or implement new
