Tesco: Structured Training Program

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There are enormous benefits for Tesco in providing a structured training program. Tesco now have 2,200 stores and approximately 280,000employees in UK and over 460,000 worldwide. These figures indicate Tesco has a large business worldwide. For such a large organization, structured training programs are necessary in order to manage employees in such a large number. Training is itself a large investment and large investments require justification. Tesco also uses methods to get feedback from subordinates, peers, and mangers in the organization which helps more in making everything in order and structured.

There are enormous benefits for Tesco in providing a structured training program. Tesco now have 2,200 stores and approximately 280,000employees in UK and over 460,000 worldwide. These figures indicate Tesco has a large business worldwide. For such a large organization, structured training programs are necessary in order to manage employees in such a large number. Training is itself a large investment and large investments require justification. Tesco also uses methods to get feedback from subordinates, peers, and mangers in the organization which helps more in making everything in order and structured.

Tesco provides well structured monitoring and evaluation of training anddevelopment. It also uses informal approach to development by askingemployees directly. Managers and trainees weekly held informal reviewsession as well as formal sessions to track process against the personaldevelopment plans. Feedbacks are carefully monitored and scored. Suchkind of constant ,monitoring and evaluation, training achieve a return oninvestment.Tesco provides well structured monitoring and evaluation of training anddevelopment. It also uses informal approach to development by askingemployees directly. Managers and trainees weekly held informal reviewsession as well as formal sessions to track process against the personaldevelopment plans. Feedbacks are carefully monitored and scored. Suchkind of constant ,monitoring and evaluation, training achieve a return oninvestment.

TESCO
Introduction
Tesco is the biggest private sector employer in the UK. The company has more than 360,000 employees worldwide. In the UK, Tesco stores range from small local Tesco Express sites to large Tesco Extras and superstores. Around 86% of all sales are from the UK. Tesco also operates in 12 countries outside the UK, including China, Japan and Turkey. The company has recently opened stores in the United States. This international expansion is part of Tesco’s strategy to diversify and grow the business.

In its non-UK operations Tesco builds on the strengths it has developed as market leader in the UK supermarket sector. However, it also caters for local needs. In Thailand, for example, customers are used to shopping in ‘wet markets’ where the produce is not packaged. Tesco uses this approach in its Bangkok store rather than offering pre-packaged goods as it would in UK stores.

Tesco needs people across a wide range of both store-based and non-store jobs: • In stores, it needs checkout staff, stock handlers, supervisors as well as many specialists, such as pharmacists and bakers.

• Its distribution depots require people skilled in stock management and logistics. • Head office provides the infrastructure to run Tesco efficiently. Roles here include human resources, legal services, property management, marketing, accounting and information technology.

Tesco aims to ensure all roles work together to drive its business objectives. It needs to ensure it has the right number of people in the right jobs at the right time. To do this, it has a structured process for recruitment and selection to attract applicants for both managerial and operational roles.

Workforce planning
Workforce planning is the process of analysing an organisation’s likely future needs for people in terms of numbers, skills and locations. It allows the organisation to plan how...
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