TRAINING AND DEVELOPMENT AT TESCO

Siddhant Babbar MBA First Year

Company Overview

A British multinational grocery and general merchandise retailer headquartered in Cheshunt the second-largest retailer in the world measured by profits third-largest retailer in the world measured by revenues Employs 537,784 people Stores in 12 countries across Asia ,Europe and North America

Vision

Wanted and needed around the world A growing business, full of opportunities Modern, innovative and full of ideas Winners locally whilst applying our skills globally Inspiring, earning trust and loyalty from customers, our colleagues and communities

TESCO Strategy Plan

To grow the UK core To be an outstanding international retailer in stores and online To be as strong in everything we sell as we are in food To grow retail services in all our markets To put our responsibilities to the communities we serve at the heart of what we do To be a creator of highly valued brands To build our team so that we create more value

Employee Roles

Perform both store and non-store functions Customer Assistants Department Managers Warehouse employees Office-based staff Logistics staff Tesco recognizes the following as vital for continued growth of the company
increasing knowledge, improving skills job satisfaction

Training and Development at TESCO

Identifying Training Needs

Training

Development

Evaluation

Identify Training Needs

The opening of new stores in new locations

Requires adapting to different demand of consumers Training is provided according to type of demand

In-store and non-store based posts may require different technical skills and competencies Regular evaluation of performance of employees to identify skill shortage Annual reviews and career discussions, employees are able to apply for training suited to their needs Before undertaking training and development, employees identify gaps in their knowledge and skills The gaps identified are logged in a Personal Development Plan. Employees and line managers decide how they will fill these gaps by training or development activities

Training & Development

Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job On the Job Training Off the Job Training
Development Development is about helping the person grow and extend their abilities.

On The Job Training

Shadowing Coaching Mentoring Job Rotation

Off The Job Training

Used for such employees who are trained for some specific new skill or for development of individual skills Mainly areas covered in off-the-job training :
Team-building
Interpersonal

communication skills Presentation skills Organization skills Planning skills

Development
Programs

Existing Employees

New Recruits

TWIST

Graduates

School Leavers

OPTIONS

Store Management Program

Commercial Development Program

Apprenticeship in Retail

Distribution Management Program

TWIST

Tesco Week in Store Together Store Experience Program for Managers in Head Office Stores and Distribution Covers all aspects of store operations from back door to shop floor

Apprenticeship in Retail

Starts every September in selected stores and lasts 12 months Made up of three parts Key Skills National Vocational Qualification (NVQ) Technical Certificate

OPTIONS

For those we identify with the potential to do a bigger or different job Aims to have 1 in 10 of our people on Options Flexible programme that is adapted to your personal needs Can last between 6 months to 2 years. Aims to develop a combination of leadership, general and operating skills through 'on and off' the job experiences

Personal Development Program

Includes Activity Plans, a Learning Log and a 'Plan, Do, Review' checklist to monitor when plans are completed Helps to produce long lasting competencies Employees become more positive, productive and valuable to the organization in the long term

Evaluation T & D

Employs tools for Evaluation of T & D Programs Scheduled tasks Timetables Measures Checklists Employees assess themselves by setting objectives in Activity Plans, Personal Development Plans and recording outcomes in Learning Logs

Evaluation Cont.

Activity Plans have Smart Objectives

Specific

TimeFramed

Measurabl e

Realistic

Achievable

Evaluation Cont.

Managers and trainers weekly held informal review session as well as formal session to track the process against the development plan Feedbacks are carefully monitored & scored Trainees are given a color coded development rating: Red Amber Green Blue

Conclusion

Adopts a structured approach to training and development Offers a variety of development programs for existing employees to ensure continued growth

References

http://businesscasestudies.co.uk/tesco/howtraining-and-development-supports-businessgrowth/training.html#axzz2t3xV8AM5 www.tesco-careers.com

THANK YOU