Active learning and development solution is necessary because it helps in building the organizations, planning, development, planning, and capability. In this paper, I will look at the role of training and development in Tesco Company. It will also evaluate some of the challenges faced by the Tesco Company in its daily operations. Tesco is one of the multi-national merchandizing stores which operates in the USA, Europe, and Asia. Tesco’s first store started in London in the year 1929, and they only dealt with tea. The company has expanded from that time and increased the range of products it sells. Tesco believes in training and development so that it can have highly competent workers and also improve its production. The paper will give more information on the importance of teaching, methods used to conduct learning and also evaluate current models and theories of development and learning solutions. It has essential information which can be followed by managers to understand the importance of training and development in their respective institutions.
In Tesco, training of employees is meant to assist them in developing their understanding on mentoring and coaching. Mentoring refers to the positive and supportive process where senior colleagues build their lower colleagues (Teachers, 2018, 1). On the other hand, Coaching is a process of learning where the learner is supported by a coach in achieving individual goals through guidance and training. Coaching is something that focusses on particular objectives or tasks while mentoring emphasizes on overall development and general purposes (Johnson, 2015, 2). But both mentoring and coaching focus on future and present achievements. Learned employees can hold and structure mentoring and coaching sessions easily On the side of managers; training is essential because it helps them to: identify the importance of coaching and mentoring, develop a need for learning, select an objective for motivating and rebooting their team, point out the purposes for coaching and mentoring workers (Francis, 2018, 1). Training is an essential aspect Of Tesco company because it helps managers to stimulate their teams (seide, 2018, 1). Through teaching, managers can manage stress, develop new skills, attract and retain staff, besides maintaining the balance of work and life.
In the world we live in, technology is rapidly changing, and human skills also need to change in line with the technology. Tesco Company is a company which has changed a lot since it was founded. It indicates that the workers also need to be trained so that they can be able to work in the changing company. Researchers in the business field suggest that people in different companies should develop their skills continually so that the company can succeed. In Tesco Company, development and training are not attained through enlisting the right individuals. Employees who work in the organization also require to be developed and trained to accomplish the necessary standards and to help them achieve their functions to meet the organizational goals (Hunt, and Michael, 2013, 495). For Tesco Company, it is vital to develop and train workers to increase their efficiency. Training helps to promote the desired skills in workers so that they can achieve their future desires (Jones et al., 2005, 431). The company allows people to move from one job to another through promotions which helps them to update their skills continuously.
Training involves the transmission of knowledge to the trainee to achieve better performance in the workplace and also individual ability. In development, the learner applies the skills and knowledge learned to extend and build expertise in personality, moral, skills and cognitive areas. Tesco Company believes that wherever the trainee will work, he or she will play an essential role in the retail operations to enhance the success of the company. Development and training are critical aspects because they help in motivating employees, improve their morale, reduce absenteeism and staff turnover, strengthen competitiveness and bring new ideas to the company. When employees learn about health and safety, few accidents occur within the normal company operations because employees are aware of how to take care of themselves (Nevis, DiBella, and Gould, 2000, 60). The business also gains a competitive advantage when employees come up with new ideas on how to perform the retail operations.
Tesco is a company which focusses mostly on the needs of employees. I think the company should develop ways of identifying the need for training. Tesco has opened numerous stores, and they all need specialists to operate in them. It is one of the reasons why Tesco should train its employees so that they can handle the upcoming jobs. Tesco also has non-store and in-store based posts which require diverse technical competencies and skills hence the need for training (Sessa, and London, 2015, 32). The company also needs to have workers who have many skills so that they can perform their duties flexibly. Employees should also be allowed to participate in discussions and be permitted to enroll in learning so that they can improve their skills. Tesco can, therefore, analyze the need for training by looking at its operations and evaluating if the current employees can perform the new tasks. It is essential for the company to the performance of workers so that it can identify any possible shortage of skills. Training employees will help them to adapt quickly to the changes which may take place in the company.
Tesco faces numerous challenges in its daily operations which include trading, improvement of services, morale, brand building and café culture problems. Tesco is said to have performed well during the festive season by coming up with promotions and price discounts. But current figures indicate that the company has reduced its momentum because some rivals like Asda and Aldi cut their priced more than Tesco. Tesco, therefore, has to come up with a solution on how it can get back its customers. Many managers and employees at Tesco have lost their jobs because of cost-cutting which makes service improvement difficult ult. Tesco has dumped its last salary-pension and has changed the method it uses to calculate employee bonuses. Such activities demotivate workers and the company has to change this, or it will demotivate its employees further hence increasing their turnover.
Developing training programs which reward workers by boosting their skills can help the entity to lift its sales. It is because the employees become more informed about what is supposed to be done in the company. Tesco will have to do more of this to ensure that it improves its services and increase employee morale. Tesco has done so many things such as the installation of self-service tills, but some of its customers do not like this idea. They say that they do not like to receive lectures from these mis-functioning machines. The company will, therefore, have to learn on what the customer needs and identify what they need to improve its service to customers. Tesco’s former manager Phil Clarke thought that restaurants and cafes are the most critical service units for Tesco (Ismail, 2017, 3). The company needs to work on a more flexible and broader partner who are tailored to various locations. The market is changing and that aspects such as the consumption of takeaway foods have increased which affects the sale in the cafes. Another challenge faced by Tesco is that many shoppers from the British have stopped loving Tesco (Walsh, 2015, 2). The company, therefore, needs to come up with ways on how it can the consumer’s champion. It Tesco can look these challenges closely and address them, it can increase its competitive advantage and become the consumer’s choice.
As discussed earlier, development and training of employees is essential because it increases employee’s performance. Training also sharpens the skills changes altitude, sharpens concepts, and improves employee knowledge hence enhancing their performance. Employees are trained through orientations, case studies, computer-based learning, simulations or role taking. Organizations identify the needs of workers and offer them a chance to learn so that they can get prepared for higher job positions. Training is helpful to the development and success, of any company, but it requires the participation of both employees and employers.
Training increases productivity by enhancing the productivity and efficiency of employees. Employees who have the desired skills can use both the existing and new technologies without any difficulties. Learned employees also require less supervision because they have the needed skills and they can perform tasks independently. Adequately trained workers know necessary and will not need a lot of guidance while performing their duties. Training employees also reduce accidents and errors because they have the required experience on how to handle the equipment’s used in the production (Golhar, and Alex, 2017, 28). More trained workers are not likely to cause accidents or commit errors in the course of their jobs.
Development and training uncover the potential of employees because it encourages workers to share their ideas with the top management. Employees who take part in leadership programs have a possibility of becoming leaders in the future (Law et al., 2015, 22). We can also say that training improves job satisfaction because employees who are trained will always feel satisfied while working in a given company. Development and training also reduce absenteeism and employee turnover which costs the company too much money and time. Trained staff members feel confident, and they also feel secure while working at the job because they have the desired skills (Falola, Osibanjo, and Ojo, 2014, 161). We can even say that training improves organizational performance by reducing the time spent on training. Organized training by trained coaches is vital because it reduces the time spent by employees while learning. Lastly, development and training improve team spirit and enhances the development of skills. Through development and training, employees gain team spirit, inter-team collaborations, and teamwork (Smither, Houston, and McIntire, S., 2016, 45). Employees also gain more knowledge about the job, and the level of skills also increase (Vu, 2016, 20). Development and training are therefore beneficial to the organization in many ways as discussed in this paper. Learned employees work excellently, and this helps the company to achieve its objectives within the desired time frame.
CIPD certified map apprehends the behaviors and knowledge that human resource professionals require to portray to meet the requirements of professional membership. The plan describes the requirements for effective management of people, and it is flexible to allow professionals to focus on their careers. The map notifies professionals about the accountability required in personal roles and personal ambitions on career development (Davies and Julie, 2018, 3). By learning on the importance of training and development, I will get more knowledge about the market and get ready for the jobs that I am going to encounter when I am through with learning. The study will enhance a positive change which will enhance my learning process and will show me how to be a competent employee.
Continuous professional development is an essential aspect for every employee because it gives room for improvement in skills and knowledge. In this paper, it is evident that constant training is beneficial to both the worker and the organization. For instance, a trained worker can take higher posts in the company, and the company also gains much because it reduces the cost of wastage which may arise due to errors. Continuous professional and personal development also helps professional’s in own progress for dignity and meaningful work which contributes positively to the well-being and competitive advantage.
After the university, studying this module will assist me to discover that the outside world is changing gradually and that every worker should learn the new skills continuously to keep in touch with the changing times. The market is changing, and every specialist will have to understand the upcoming theoretical insights, new professional ethics framework, and even the changing setting of work. It is evident that companies need to identify training needs in their workers so that they can adapt to the changes which take places such as expansion and technological changes. CIPD map provides professionals with a valuable and independent view of the world which is changing gradually. I will, therefore, have to improve my knowledge continuously to ensure that I fit into different jobs in the market besides increasing my competency.
Conclusion
In conclusion, it is evident that the continuous training of workers helps in the development of both the company and its employees. Trained employees can help the company to increase its competitive advantage in different ways as discussed in this paper. For instance, the company will get better results when employees perform their duties competently, and this increases its competitive advantage. Companies like Tesco find themselves in problems while handling employees which increases employee turnover loss of customers to competitors. Every company has to learn that the world is changing as time goes by and they require to train their employees so that they can adapt to the changing times. The paper can act as a reference for any organization that has challenges in handling its employees and adapting to technological changes. It is because the information given is up to date and very detailed hence very essential for any business professional.
References
Teachers, 2018. Training and development in Tesco. – GCSE Business Studies – Marked by Teachers.com. [online] Markedbyteachers.com. Available at: https://www.markedbyteachers.com/gcse/business-studies/training-and-development-in-tesco.html [Accessed 18 Aug. 2018].
Francis, L. 2018. Articles. [online] Training Journal. Available at: https://www.trainingjournal.com/articles/opinion/five-tips-being-better-mentor[ [Accessed 18 Aug. 2018].
Ismail, I.N., 2017. The Roles of Corporate Governance and its Influances on Risk and Performance: Tesco Plc.
Walsh, M., 2015. An exploration of Employee Turnover of Front Line employees in Tesco (Doctoral dissertation, Dublin, National College of Ireland).
Davies, Julie, 2018. CIPD’s profession for the future project and its implications for the HRD curriculum in UK universities – University of Huddersfield Repository. [online] Eprints.hud.ac.uk. Available at: https://eprints.hud.ac.uk/id/eprint/31313/ [Accessed 18 Aug. 2018].
Seide, 2018. Adviser, Teacher, Role Model, Friend. [online] Available at: https://www.nap.edu/catalog/5789/adviser-teacher-role-model-friend-on-being-a-mentor-to [Accessed 18 Aug. 2018].
Vu, M., 2016. IS THE BALANCED SCORECARD USEFUL IN A COMPETITIVE INDUSTRY?: Using Tesco PLC as a case study in the UK grocery retail industry.
Johnson, W.B., 2015. On being a mentor: A guide for higher education faculty. Routledge.
Golhar, D. and Alex, A., 2017. Training and Development: Role of Organized Retail Organization in Bridging the Skill Gap. International Journal of Research in Organizational Behavior and Human Resource Management, 5(2), pp.25-33.
Law, V.E., Gee, O.K., Tai, M.Y., Cheng, S.Y. and Ng, S.W., 2015. The effect of training and development provided by organization towards employee productivity in hotel industry (Doctoral dissertation, UTAR).
Falola, H.O., Osibanjo, A.O. and Ojo, I.S., 2014. Effectiveness of training and development on employees’ performance and organisation competitiveness in the nigerian banking industry. Bulletin of the Transilvania University of bra?ov, 7(1), p.161.
Smither, R., Houston, J. and McIntire, S., 2016. Organization development: Strategies for changing environments. Routledge.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual, group, and organizational perspectives. Psychology Press.
Nevis, E.C., DiBella, A.J. and Gould, J.M., 2000. Understanding organizations as learning systems. In Knowledge, Groupware and the Internet (pp. 43-63).
Hunt, D.M. and Michael, C., 2013. Mentorship: A career training and development tool. Academy of management Review, 8(3), pp.475-485.
Jones, P., Comfort, D., Hillier, D. and Eastwood, I., 2005. Corporate social responsibility: a case study of the UK’s leading food retailers. British Food Journal, 107(6), pp.423-435.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download