Human Resource management of training and development in Tesco Plc
In previous years, there has been a very challenging environment created in the retail market (super markets). More Steps are taken towards the Training and development of both the Employees and the Business itself. Employers are more focused on services they offer to become the giant in the market. Nowadays because of the recession, as a lot of people have been made redundant so employers are more focused on their employees to make them more effective and efficient by giving them proper training both on job training and off job training.
To find out what skills, trainings are required for the companies use improve their team and become the market giants. I would ben doing both primary and secondary research. Primary research will be done in the form of Interviews, questionnaire, observations, and focused groups whereas secondary research will be done on the basic of case study, annual reports, books, journals, internet, and articles. This will be focused on Tesco PLC. (The Giant in retail industry).
These will be illustrated by using both Qualitative and Quantitative Analysis from the data gathered by doing primary and secondly research of Tesco. Qualitative Analysis will be done on the literature side of the research in the form of discussion whereas Quantitative analysis will be done on the numeric side of the research in the form of tables, graphs.
The conclusion of my research is that there is a need of training and development in Tesco. Strategic plans are needed to improve so that the company can have great profits and provide great services. HR is trying to link strategic side so HR professional can look for the Strategic Human Resource Management.
Especially at this time when the country is struggling with the financial problems Tesco need to greatly focus on its training and development of its employees as they are the best assets.
In the past few years, businesses have been struggling because of the recession and are losing customers, as a result of which employees are losing their jobs and unemployment rate is increasing day by day. There is a need of suitable training and development in this environment.
Harden and Neschick (1966, p.35) say, ‘‘there is no suitable shortcut to employee education and development. One basic truth is that all development is ‘‘Self-Development.’’ Each employee must have the desire to improve his performance and prepare for advancement. The key ‘‘Developer,’’ however, is the individual’s immediate supervisor.’’
Retail markets are more affected by the recession that’s why nowadays they are more focused on the training and development of their employees which helps in the long run. By investing in the employees as part of the training and to help them develop, end of the day helps the business to expand and maximise profits. Employees are the best assets of the company.
The Purpose of my project is to investigate current Training and Development strategies / practices within the retail market i.e. Tesco and how to improve them.
To identify what practices does Tesco use for its employees training.
To investigate what are the key features which lack employees training.
To examine employees ability to adapt new changes due to the training and development.
To determine the key facts that effect training and development.
To research company’s last five year performance in regards to its profits and employees.
In current environment most of the businesses have been affected by the credit crunch, there has been many ups and downs for businesses. Some have been taken over by big businesses otherwise has found ways to stay stable in this environment. According to the current environment I can say that there is a need of training and development in every organisation.
As I am doing research on Tesco so there has been many things going on. Tesco at the moment is competing with Sainsbury’s, although Tesco managed to be the giant in the market. As the figures shows that, ‘‘Tesco sales for the thirteen weeks ending 27 November 2010 increased by 8.8% driven by all parts of our strategy’’ (http://www.tescoplc.com/plc/media/pr/pr2010/2010-12-07/) 08-12-10 whereas, ‘‘Sainsbury’s sales for the week ending 2 October 2010 increased by 7% driven by all parts of the strategy.’’(http://www.j-sainsbury.co.uk/files/results/interims10/2010_interim_results.pdf) 08-12-10.
Steps are needed to improve and make it more stable in this recession environment. I would be taking help for my project from the case study of Tesco, Books, Journals, Articles, Peers, Library, internet, etc.
As I am working on the project which is Training and Development in retail company such as ‘TESCO’. I would be doing a number of research methods such as primary and secondary research. I would also be conduction Quantitative and Qualitative Analysis on the data collected.
Primary research will be carried out in the form of;
Questionnaires, ( questionnaires will be send to Tesco employees )
Interviews, ( interviews will be conducted with some managers & team leaders)
Surveys from employees, ( informal interview with employees)
Discussions & suggestions, ( discussing issues and recommendations from employees)
Observations.( observations will be carried out from their customer service to the managerial level), Whereas
Secondary research will be carried out in the form of;
Case Study (Tesco case study will be used).
Books, (research books, library, etc).
Journals, (journals relating to training & development and supermarkets).
Annual Report, (annual report from the last 5 years ).
Internet, (Currents issues arising and latest news downloads, articles etc).
PR (News will be read on daily basic of any issues, good or bad. Performance will be checked on daily basics).
Qualitative Analysis will be carried out. The three tasks of qualitative analysis are;
(Lofland et al. 2006, p. 1)
Input: Gathering Data
3. Output: Analyzing Data
2. Input: Focusing DataPrimary Concern(s)
Flow Chart of the Three Tasks of Fieldstudies. (Lofland et al. 2006, p.2)
It is a very important and very good tools to use in the research project as it give you the idea how people feel. It is focused on the quality rather than quantity. As I am using case study for my project so this will be really help me understand about my research. Qualitative analysis gives an edge to discover the problems i.e. why things are going wrong in an organisation. This is helpful in doing the SWOT analysis of the company as well. In this research there are no fix number or restrictions. Qualitative Analysis is more focused on analysis for example after having the interviews then we need qualitative analysis to analyse the situation. This helps to take out the relevant information from the interviews, questionnaires etc. which are suitable for the project.
Quantitative Analysis will be carried out. It is the very important and mostly used in social sciences. This is focused on the numeric side of research and is usually illustrated by
Graphs (pie, bar).
I would be including the reasons and table of content with all of the above.
Triangulation “involves the practice of viewing things from more than one perspective. The principle behind this is that the researcher can get a better understanding of the thing that is being investigated if he/she views it from different positions”
(Denscombe 2007 p.134)
The Triangulation should be like the one shown in the diagram below:
Lecture 2009 (week 7 slide 20) [accessed on 19-11-10]
Time Frame Table:
Jankowicz, A.D (2005) Business Research Project Fourth Edition Luton, UK: Thomson Learning.
Pettinger, R (2002) Mastering Employee Development, New York: Palgrave.
Mayo, A (1998) Creating a Training and Development Strategy, London: The Cromwell Press, Wiltshire.
Craiz, L.R (1976) Training & Development Handbook, Third Edition, USA: R.R. Donnelley and Sons.
Lofland. J, Snow.D.A, Anderson. L, Lofland. L.H. (2006), Analyzing Social Settings, Fourth Edition, Canada: Thomson Wadsworth.
Bustin, A.S (2004), A-Z of Quantitative PCR, USA.
Denscombe, M. (2007), The Good Research Guide: for small-scale social research, 3rd Edition, Maidenhead: Open University Press.
Int. J. of Human Resource Management 16:7 July 2005 1303-1323.
Training and Development in supermarket June 1966 p.35-36.
Tesco Plc – Third Quarter Interim Management Statement, updated on 07th Dec 2010, available at
http://www.tescoplc.com/plc/media/pr/pr2010/2010-12-07/ [accessed on 8th Dec 2010]
Sainsbury’s Interim results for the 28 weeks to 2 October 2010, updated on 10th Nov 2010 available at http://www.jsainsbury.co.uk/files/results/interims10/2010_interim_results.pdf [accessed on 8th Dec 2010]
Lecture, Research Methods, 2009, accessed through VLE (week 7 slide 20)
[accessed on 19-11-10]
Training and Development of Tesco available at: http://cr2010.tescoplc.com/our-people/training-and-development.aspx
[accessed on 10-12-10]
Training and Development of Tesco available at
[accessed on 08-11-10]
How Training and Development supports business growth at Tesco is available at:
[accessed on 08-12-10]
Tesco Plc, 2010, Annual Report 2010 available at
[accessed on 26-11-2010]
Financial Highlights of Tesco available at http://www.tescoplc.com/plc/ir/financials/highlights/
[accessed on 08-11-10]
Case Study: Training Skills Developments at Tesco (2005) available at
[accessed on -08-11-10]
Tesco Plc, 2010. Corporate Responsibility Report 2010 available at http://cr2010.tescoplc.com/our-people/~/media/Files/T/Tesco-Corporate-Responsibility-Report-2009/Tesco_CSR_2010.pdf [accessed on 04-12-10]
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