Case Study Tesco

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ACKNOWLEDGEMENT

The support of intelligent, inspiring and consistently helpful people made this work possible.
Several specific individuals deserve immense thanks and appreciation, and are responsible for any value this work might have for a wider audience. They are the lecturers of Institute Of Personnel Management:

I am also indebted to my beloved mother and my family members for giving me the moral encouragement to make this study a success.
Lastly, I offer my regards and blessings to all of those who supported me in any respect during the completion of this assignment.

INTRODUCTION AND SUMMERY
The company was founded in 1919 by Jack Cohen as a group of market stalls, selling groceries from a small stall. Tesco is the largest British retailer and the world’s third largest grocery retailer with branches across Europe, USA and Asia. He ought surplus stocks tea from a company called T.E. Stockwell.Both these partners combined their names to brand the business –TESCO tea. The first Tesco store opened in north London in 1929. Tesco’s primary aim is to serve the customer. This has expanded since then by a combination of acquisition of new stores and has net profits of round £3 billion. Originally a UK-focused grocery retailer. Tesco has increasingly diversified geographically and into areas such as the retailing of books, clothing, electronics, furniture, petrol and software; financial services; telecoms and internet services etc. In the UK Tesco now have approximately 280,000 employees and over 460,000 worldwide. It has employees work in a wide range of roles in both store and non-store functions. This case study looks at how Tesco provides training and development opportunities for its employees.

Question 01
Explain the difference between training and development. How have changes in customer expectations affected Tesco and its need to train staff? Training = Teaching New Skills
Development = Perfecting Existing Skills
Training is organized activity aimed at imparting information and /or instructions to improve the recipient’s performance or to help him or her attain acquired level of knowledge or skill. While, development refers to encouraging employees to acquire new or advanced skills, knowledge.and view points, by providing learning and training facilities and avenues where such new ideas can be applies. DIFFERTENCE:

Training:
* It’s a short term process
* Refers to instructions in technical and mechanical problems * Targeted in most cases for non managerial personnel
* Specific job related purpose.
* Training is very specific, formal, time bound, well designed, planned, activity for a clear goal.  * Its focus is bringing change in the participant's attitude, skills and knowledge so that in future he gets better or desired results. *   Training involves investment in terms of cost and man-hour (time).  * Training leads to development. 

* Training is part of development process. 
* Training methods are limited, if compared to development tools. 

Development:
* It is a long term educational process
* Refers to philosophical and theoretical educational concepts. * Managerial personnel
* General knowledge purpose
* Development is a never ending process. 
* Development happens in both formal and informal way.  * It can be voluntary or involuntary as every experience we undergo in life teaches us lessons whether we like it or not/ want it or no.  * All learning is development. 

* It happens everywhere and every time 
* Training is one of the tools of development.
* Development can be slow, unless we get focused and specific.  * Development need not be costly. 
* Development is general and holistic concept.
* Sources of development are too many to be counted

* The change in customer expectations has comprehensively affected the Tesco and its workforce planning. When opening of new stores in new...
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