Tesco Case Study
TESCO CASE STUDY ASSIGNMENT
Training & Development
HOW TRAINING AND DEVELOPMENT SUPPORTS BUSINESS GROWTH.
1. Explain the difference between training and development. How have changes in customer expectations affected Tesco and its need to train staff?
Training is the process of instructing an employee in their new job so that she/he understands their role and responsibilities and learns to perform the tasks assigned to them so they can perform with ease and efficiency. Training makes an employee more productive for the organization and is concerned with their immediate improvement. Development is an ongoing process that continues beyond training. The focus of the development process is on the person themselves where the focus of training is on the organization. Development is concerned with the making the employee more productive for the future of the organization. Training is for short-term goals of the organization while Development is for the long-term goals of the organization.
Customer expectations have changed to ‘one-stop shopping’. Tesco’s original product range of grocery and general stores have diversified to include banking, insurance services, electrical goods, and telephone equipment and airtime. This means customers can now have all their purchasing needs met in one place. Tesco’s aim to expand and diversify means they need to have right employees in the right place at the right time. As Tesco opened new stores in new locations they had to adapt to the different demands made by the customers - for example stores in diverse and highly populated areas may need to sell certain speciality products meeting the requirements of those customers in those areas.
2. List the methods of training carried out by Tesco. Describe how training needs are identified.
Tesco offers on the job and off the job training:
On the Job:
• Shadowing – a person already on the job shows the employee how it’s done.
• Coaching – a manager or
Training & Development
HOW TRAINING AND DEVELOPMENT SUPPORTS BUSINESS GROWTH.
1. Explain the difference between training and development. How have changes in customer expectations affected Tesco and its need to train staff?
Training is the process of instructing an employee in their new job so that she/he understands their role and responsibilities and learns to perform the tasks assigned to them so they can perform with ease and efficiency. Training makes an employee more productive for the organization and is concerned with their immediate improvement. Development is an ongoing process that continues beyond training. The focus of the development process is on the person themselves where the focus of training is on the organization. Development is concerned with the making the employee more productive for the future of the organization. Training is for short-term goals of the organization while Development is for the long-term goals of the organization.
Customer expectations have changed to ‘one-stop shopping’. Tesco’s original product range of grocery and general stores have diversified to include banking, insurance services, electrical goods, and telephone equipment and airtime. This means customers can now have all their purchasing needs met in one place. Tesco’s aim to expand and diversify means they need to have right employees in the right place at the right time. As Tesco opened new stores in new locations they had to adapt to the different demands made by the customers - for example stores in diverse and highly populated areas may need to sell certain speciality products meeting the requirements of those customers in those areas.
2. List the methods of training carried out by Tesco. Describe how training needs are identified.
Tesco offers on the job and off the job training:
On the Job:
• Shadowing – a person already on the job shows the employee how it’s done.
• Coaching – a manager or