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... and Development n. d. ). In addition to these training opportunities, each employee has a chance to develop his or her career through specially created programme called "Talent Spotting." Under this programme, each Tesco employee is encouraged to discuss his or her career plans with the manager in order to plan for their career progression (Tesco: Our Policies - Training and Development n. d. ). After the discussion, the employee is placed in a talent pool, and the information received by the manager is further used when there is a need for a vacancy.
Talent pool is also used as an effective tool for development opportunities and for identification of the cross-functional movement opportunities. Although the basic framework that was heavily emphasized on in the existing Tesco's training and development strategy is useful, it is still quite complex and confusing. As the company's strategy rests upon three basic fundamentals, such as Tesco core training incentives, strategic training and employee's personal development, these three types of training appear relatively complex and difficult for the Tesco's employees to understand. In addition, there is a necessity to make certain changes in order to maintain and enhance the company's provision of training and development. In order to simplify the system, it is recommended to re-examine and change Tesco's strategy by creating a simpler framework with two basic domains or types of training.
These types of training will be as follows: Core Training Approach This type of training will allow the companys employees to understand the companys operations and procedures, and will equip the employees with enough knowledge to manage themselves and other employees and to communicate effectively with each other. This training is very important for Tesco employees, as successful communication skills are crucial to better communication with the customers, to developing better customer service, and to exceeding the expectations of Tesco customers. The examples of core training can but not necessarily include management development, induction, performance management, effective communication, and effective strategic thinking, to mention a few. Strategic Training Strategic training will be also an important part of new Tesco's training and development initiatives (Haskell 2001). This type of training will allow the employees to develop necessary knowledge in the main, including influencing, economics, fundamentals of sales and trade, and other important knowledge and skills.
The changes to the Tesco's Strategy Context As far as the company aims to continue its global development and market expansion, it needs to develop higher levels of influencing. In addition, it is recommended to establish more efficient diversity training linked to Tesco's management development initiatives. The company should also create new values and competency framework that will be better tailored to the needs of its employees. It is also recommended to establish more effective support to Tesco departments on training and development issues, such as employees development planning, attendance, general training needs, development consultancy, and other initiatives that will allow enhancing the company's operations (Degideo and Swanson 1985). It is also recommended to establish greater support training and development capacity in Tesco's overseas offices to ensure each Tesco store operates efficiently and to add value to Tesco's products and services. The HR department should also ask for additional budgets for the most strategic training and management development courses to Tesco's individual departments, where each course will be designed especially to meet each separate department's need.
It is also important to invent and shape strategy that will allow to enhance the triangle of knowledge and skills for all Tesco's employees involved in the development assistance initiatives, such as skills related to the development assistance, administrative and technical skills, communication, management and influencing skills. It is also recommended to develop the strategy aimed to address the staffing needs for Tesco Company (both in United Kingdom and overseas stores and offices) through identifying the specific type of training aimed to develop and maintain Tesco employees skills. This may involve training in communication, negotiating, dialogue and influencing skills, and key development skills and knowledge. Yet, it should be taken into consideration that there are certain constraints on Tesco running costs that may limit the amount and range of training that can be developed by the HR department and delivered to Tesco employees. These constraints may occur because of relatively unstable economic situation in the global market due to recent political and economic events, such as global crisis, recent U. S.
mortgage crisis, high inflation rates, etc). As this is an external factor, the human resources department may likely fail to respond to the ongoing demand for new training opportunities for Tesco employees as quickly and efficiently as it is required. However, the HR department should undertake all possible efforts to develop the most efficient programmes at the lowest possible cost in order to cut Tesco's expenses. The expenditures for training and development programmes should constitute approximately 6 - 8 per cent of Tesco pay bill, which may rise by an average of about 5 - 10 per cent per annum.
The examples of training and development initiatives that deem required and important include but not limited to leadership, advanced economics, race relations work (Baker, Mohammed and Boyle 1994), and some other programmes yet to be defined. Other internal change to Tesco development and training programmes implies the introduction of the flexible team-working, whenever it is possible; and large-scale reorganization of Tesco administrative and professional cadres. These changes will enhance the company's overall performance and provide its employees additional opportunities for growth and development. Conclusion In conclusion it may be said that it is obvious that the existing Tesco development and training approach needs changes and modification. However, it is also very important to understand that the existing strategy should be reshaped in such a way that any kind of changes should be aimed to extend the variety and amount of Tesco programmes and strategic training opportunities rather than cancelling or ruining what the company does already.
Therefore, the modification of the existing types of training provided by the company to its employees will be, obviously, very helpful. The human resource department should also consider the opportunity to develop better training programmes in what concerns the performance management, induction, effective communication, procurement, and other required procedures. The budgets targeted to fit the proposed initiatives and changes should be tailored to the company's needs and should reduce the cost of training for Tesco staff, where possible. The core training strategies should continue to be created, shaped, and delivered to meet the needs of human resource department in Tesco. In addition to the programmes, which already exist and are implemented in the organization (such as performance management, personal development plans, induction training, and others) it will be recommended to implement the following priority programmes such as leadership, and advanced diversity programmes. The leadership training will be aimed to create and develop the leadership skills within Tesco employees.
Taking into account existing resource constraints for Tesco Company, human resource department should elaborate on identifying appropriate external training providers for individualized training and development. Advanced diversity programme will be focused on extending the understanding of and skills and knowledge to manage specific areas related to diversity issues in Tesco Company. Finally, management development programme is recommended to develop and improve the overall management culture in Tesco. This programme will help Tesco employees to understand how they can manage their relationships to best effect. Managing relationships training will enable Tesco employees to focus on the most important behavioural skills they will need to develop and maintain effective relationships at work, both with the customers and between each other. Diversity awareness training will enable employees working for Tesco to develop the level of awareness of diversity issues, helping the employees to work together and encourage mutual understanding and respect.
The existing training and development strategy in Tesco Corporation obviously requires to be updated and re-examined in order to make its structure simpler and to introduce changes that have occurred in the Tesco's organizational context since the existing training and development strategy was first introduced. The changes that took place urge for the development of new core and strategic programmes. References Baker, G. E. , T. Mohammed, and M. Boyle. "A three-axis model for conceptualizing the relevant elements involved in cross-cultural training. " Performance Improvement 7, no. 2 (1994): 27 - 37.
Chambers, R. Ideas for Development. London: Earthscan, 2005. Degideo, S. , and R.
A. Swanson. Human Resource Development Bibliography. Abstracts of the Core Documents in the Profession.
Training and Development Research Center: Project Number Five. Minnesota: Minnesota Univ. , St. Paul. Dept. of Vocational and Technical Education, 1985. Haskell, R.
Transfer of Learning. London: Academic Press, 2001. Hirsh, W. , and P. Taken. Planning Training for Your Business. IES Report, Institute for Employment Studies, Brighton, UK: University of Sussex, 2005.
Tesco Core UK. web (accessed March 28, 2008). Tesco deal with retail union Usa to give staff five days off to train to become foster carers. May 23, 2007. web (accessed March 28, 2008).
Tesco HR Team. http: // 210. 51. 45. 242 /en / career /tescocareerpr. htm (accessed March 28, 2008). Tesco: Our Policies - Training and Development. web (accessed March 28, 2008).
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Research essay sample on Human Resource Department Training And Development
