Hrm Training and Development

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1.0 Introduction………………………………………………………………………………………….3 1.1 Training and Development………………………………………………………………3 1.2 Importance of Training and Development……………………………………3-4
2.0Tesco Training and Development…………………………………………………………..5
2.1Tesco Training……………………………………………………………………………6
2.2 Tesco Development………………………………………………………………..7-8
3.0 Nestle Training and Development………………………………………………………..9
3.1 Nestle Training…………………………………………………………………….9-10
3.2 Nestle Development……………………………………………………………10-11
4.0 Tesco and Nestle Training Comparison………………………………………….12-13
5.0 Conclusion……………………………………………………………………………………..13-14
6.0 References……………………………………………………………………………………..15-16

1.0 Introduction

1.1 Training and Development:
Human Resource Management (HRM) is a new term, before this department was called as a Personnel Administration or Personnel Management, but trends are changing. Today HRM is a very important part of any organization that helps to select, recruit, train and develop employees over time. Training and Development (T&D) is HRM’s subsystems that have to reduce randomness and maintain structured learning format. The main purpose of training and development is to make sure that organization have fully skilled workers that will affect on effectiveness and efficiency of an organization (Naukrihub, 2007). 1.2 Importance of Training and Development:

Training and Development is the structure which was made for helping workers to develop their personal and organizational skills, knowledge, and capabilities. So, HRM have to concentrate on developing most superior labour force so that individual and organizational goals would be aligned in providing good service to the customers. In today’s competitive world all employees want to be competitive in the labour market as well. But this can be achieved only through training and development of employees. So, good HRM department should provide proper training in order to develop employee’s skills, which will lead to employee motivation and retention. Organization can not exist by itself, therefore people are the main assets of any company that helps to achieve efficiency and compete in market. Trainings can be divided into two types: internal and external. Internal organizational training usually calls in-house trainings which should be organized by Human Resource Department. For in-house trainings HRM choose either senior staff from the particular department as a consultant or talented person. On the other hand external organizational training is normally organized outside the company and usually arranged by training institutes, but in some cases company send its staff for training on company’s money in order to help them to build career position and prepare staff for greater challenges as well. But company can not assign training programs, company also has to follow trainings and development that employees are specialized and interested in. That means that organization should encourage learning in general, and not just knowledge needed for the staff’s for current or expected job. Organization should note that main point is to keep its employees: motivated, interested, attending, engaged and retained (Group Report, 2009). So based on what was mentioned above we can see that training is the integral part for employees in any organization and that the proper training development helps too increase productivity, knowledge and contribution of the organization.

2.0 Tesco Training and Development

Tesco is a one of the largest British food retailer and it is world’s third largest grocery retailer, which is expanded from traditional store to supermarket base and providing noon-food products and services, and internet shopping. Tesco operates 923 stores and employs 240,000 in and around the UK, and 2,200 stores with around 460,000 people all over the world, also its market share is increasing due to its cheaper prices policy, more product choices, and...
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