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Example research essay topic: Training And Development Hr Managers - 1,527 words

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Identifying and Meeting Training and Development Needs in Tesco Introduction The aim of the present paper is to examine current training and development needs in Tesco, and to make recommendations for changes and improvement on the approach to identifying and meeting training and development needs in the organization. The paper will enable Tesco HR managers to better identify the development needs in the organization, to coordinate the appropriate learning opportunities for Tesco team members, and to enable Tesco employees to put their learning into practice. Background Tesco is the leading supermarket in UK, with over 250, 000 employees and 1, 799 stores. According to the companys profile, approximately 80 per cent of the company's sales and profits come from Tesco UK operations. Tesco consistently invents new opportunities for development and growth, with its purpose to extend its operations on the global market.

Its growth comes from new space and extensions to Tesco's existing stores and its multi-format approach. In addition to the traditional commodities, the company sells non-food products which are growing at approximately twice the rate of food products, and also add to Tesco's overall growth picture. The company operates 100 extra stores (27. 2 per cent of UK space), 446 superstores (57. 4 % of UK space), 160 small grocery stores under the brand name Tesco Metro (7. 8 per cent of UK space), and 546 express stores (4. 5 % of UK space) (Tesco Core UK n. d. ).

Express stores offer the customers fresh food close to where the customers live and work. Metro stores offer a wide range of food-lines. Superstores (approximately 20, 000 - 50, 000 sq ft) offer its customers food and non-food products. Extra stores offer the widest range of non-food and food lines, ranging from homewares to electrical equipment, health and beauty, clothing, seasonal items, to mention a few. Being a giant in the industry, the company places great emphasis on its customers and employees. The company is the biggest private sector employer in the United Kingdom with more than 250, 000 employees (Tesco Core UK n.

d. ). Tesco offers a market leading package of benefits and pays to its employees and consistently re-examines the existing strategies in the organization. As far as Tesco understands that excellent team is the key success to the organization, it focuses a lot on professional human resource team aimed to attract and retain talents (Tesco HR Team n. d. ). From its head office, more than 18, 000 employees are being supervised under Tesco professional HR managers. The HR team heavily emphasizes on recruitment, employee relations, training and development strategies, as well as organizational design to ensure that the company provides more professional service to its employees.

The experienced human relations experts also provide professional consultancy for the employee's career in Tesco. The company pursues an objective to recruit and employ the best possible candidates trough a properly designed selection process, which consist of written test and interviews (Tesco HR Team n. d. ), and gives every new staff an induction training to facilitate the employee's better understanding of Tesco and its corporate and business goals. As a good and caring employee, Tesco understands that their approach to training and development it an investment in its future growth. Therefore, the company is committed to the career development of all its workers and to the maximum possible use of their employee's interests and talents as the efficient use of Tesco's most valuable resources.

The existing training and development strategy in Tesco implies encouragement and assisting its employees to realise their talents and potential and to develop the skills necessary to meet the consistently changing needs of the company in the modern business environment by gaining additional qualifications, experience, and attending new training opportunities. The company consistently improves its training and development strategies to operate more efficiently. The company recently has signed an agreement with the retail union Usdaw to give its workers up to five days paid leave for training in order to become foster carers. According to the new Tesco's agreement, the employees are allowed to complete the detailed application process, attend foster care-related meetings or complete specialised training to become foster parents. (Tesco deal with retail union Usdaw to give staff five days off to train to become foster carers 2007) Nowadays Tesco has a comprehensive and positive approach to training and development, as it stimulates its employees to attend courses of training and study relevant to their current jobs. The company also has its own training policy shaping the aim and the purposes of Tesco's training initiatives. This training policy has been created to outline and guide the directions on how the company's policy should be implemented.

Recommendations for Change and Improvement Although the company has quite strong and effective approach to the development and training, there are a few recommendations for change and improvement that should be taken into consideration. These recommendations will allow enhancing the company's operations and will be conductive to better development of the Tesco's team and the professional development of its employees. At all levels of the implementation of these guidelines it is expected that the attitudes, skills, and knowledge necessary to deliver successful development strategy for the Tesco will be gained while these recommendations are implemented. It is recommended to analyze what kind of the training and development is required for Tesco's employees.

The need for the employees can be identified during the interviews, by knowledge tests or competence tests, through the feedbacks from employees' colleagues, from CVs or appraisal documents, of by observing the employees' work taking place (Hirsh and Taken 2005). In addition, a number of knowledge and skills audits will allow the HR managers to identify the needs of teams and individual employees. Knowledge and Skills Audit The HR managers are recommended to provide a brainstorming session that will enable them identifying the knowledge and skills necessary for each employee in Tesco Company to carry out his or her particular job task (Chambers 2005). Some of the skills that the employees might have depend on the employees current position and include but not limited to organizational and management skills, time management, leadership, responsibility, etc.

The HR managers then will compare the existing knowledge and skills of the Tesco employees with the skills and knowledge required for each individual employee, and then will be able to define what kind of training each employee requires, if any. Existing Training Strategy in Tesco Tesco's training and development strategy is aimed to help developing employees who are effective and experienced workers, are confident negotiators, have strong analysis and assessment skills, are able to build inclusive and effective networks and teems when necessary in order to enhance the companys overall operation and operation of each separate Tesco's store or department. The companys training strategy is also employed to help its staff to gain knowledge and skills required to interact effectively with the customers and each other, and to plan well to manage priorities and time. Tesco's strategy proved to be successful and the company's HR managers' experience in implementation of training and development strategy in the last few years has affirmed these goals. It should be also taken into consideration that Tesco positions itself as an energetic and innovative company in a highly competitive business environment.

Therefore, training, learning, development and progression from within Tesco is the core to all Tesco operations (Tesco: Our Policies - Training and Development n. d. ). The company claims that training forms are crucial part of its staff development and, in order to succeed, the company provides all opportunities to its employees to develop their skills and talents to the full. As it was already mentioned, the companys key priority is to serve their customers in the best possible way, and therefore, Tesco ongoing training initiatives and programmes are structured and developed so to make sure that the companys employees understand the customer service goals and objectives and undertake all efforts to achieve them. Tesco human resource department support Tesco employees to achieve their full potential through enabling access to various training programmes. In addition, all Tesco employees have personal development programmes (Pdp's) in order to ensure that all employees have right skills and knowledge to do their jobs in the best possible way.

As it is claimed by Tesco human resources department, all Tesco employees are able " to access learning tailored to their own personal development needs, from induction and operating and leadership skills to core skills, such as project management, personal efficiency, effective meeting management, presentation skills and facilitation. (Tesco: Our Policies - Training and Development n. d. ) The employees working in retail services have chance to complete basic training known as Tesco Bronze Award training scheme, and are also offered to attend job-specific training, as an important part of Tesco overall training framework. According to Tesco, each year the company strives to retain more than 80 per cent of experiences employees, and ensure that 95 per cent of their retail staff are trained to Tesco bronze award, and 75 per cent of Tesco employees are trained to silver standard (Tesco: Our Policies - Training...


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