The Acquisition Of Knowledge And Skillsets Commerce Essay

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Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job and development is about helping the person grow and extend their abilities. Tesco's motive is to expand his business increase knowledge and improve skills of employees and have the right people, in the right place, at the right time. Due to the changes of customers expectations Tesco has need to train its staff. The opening of new stores in new locations means that Tesco must adopt to different demands to meet the requirements of its customers and should have the clear understanding of the customer profile in that area.

In-store and non store based posts may require different technical skills and competencies.

Employee who has wide skills and can work flexibly is more productive for the business he become more organised, productive and is able to meet the needs of internal and external customers.

To serve its widening markets it needs flexible and well-trained staff that can recognise the needs of the customer.

Customer assistants on the shop floor either directly assisting customer or preparing order for delivery to customers who have ordered online.

Department managers leading a team of customer assistants

Warehouse employees who help catalogue and store clothing, food or brown goods in tesco centres or in stores

Office based staff working finance, purchasing, personnel or marketing.

Logistics staff who carry out the distribution of products to centres.

Question:

List the methods of training carried out by Tesco.Describe how training needs are identified.

Answer:

Methods of Training

Tesco offers employee both on-the-job training and off-the- job training.

On the job training: Training undertaken whilst in the course of doing the job.

Off the job training: Training undertaken away from the workplace.

Shadowing

Coaching

Mentoring

Job rotation

Secondment

Training needs are identified by TNA

A training needs analysis (TNA) is an effective way to identify any gap between the skills your business needs and those your employees have. It involves gathering information to identify areas where your employees could improve their performance. You can use employee surveys, management observations, customer comments, company meetings and inspections to collect this information.

A TNA can help you clarify your objectives in training your staff. This is invaluable for ensuring that money is spent on training that will help your business to achieve its objectives.

To carry out a TNA, you need to:

Analyse the business goals and the skills required to meet these goals

Determine whether you are changing your products or business processes and what information or training employees will need to be effective in their job

Evaluate who you want to train and how best to reach them. The opening of new stores in new locations means that Tesco must adopt to different demands to meet the requirements of its customers and should have the clear understanding of the customer profile in that area.

Establish how employees will best accept and integrate training and their preferred learning method.

Evaluate the training in place and decide what your company can and can't provide in the way of in-house training, funding and time

Assess which consultants or training providers can fill in these gaps

Take a decision on which type of training fits your needs best.

Question:

3. Analyse Tesco's method of developing its employees. Consider the strengths and weaknesses of such a programme.

Answer:

 Tesco takes a shared responsibility approach to training and development. The trainee is primarily responsible for his or her development

The organisation has introduced a high commitment model which offers training and development to all employees. They have developed their culture through extending their logo every little helps to prove their commitment to employees as well as to customers. This has proved a world class model and very successful for the organisation.

Methods using for Trainee

Identifying and agreeing development needs

Attending workshop and development days

Collecting evidenced of achievements

Using the achievement they receive to improve performance and their review development plans

Methods using for Line Manager

Helping to put together the personal development plan

Coaching and guiding the trainee as needed

Review performance regularly to ensure the trainee gets the best from the training

Providing feedback

Managers and trainees hold a weekly in formal review session as well as more formal four weekly sessions to track progress against there personal development plans. The feedback is recorded and care fully scorded.trainees are given a colour coded development rating.

Red -were progress is not on schedule

Amber- where some elements need more work

Green -where all activities are on target

Blue- where train is ahead of the program and using skills to add value

Question:

4. Evaluate the benefits for tesco in providing a structured programme. To what extent do you think the training has achieved a return on investment?

Answer:

Tesco provides tool four highly structured monitoring and evaluation of training and development .this plans need to have included schedule task, Timetable, measures and checklist. Employees assess themselves by setting objectives in activity plans, personal development plans and recording outcomes in learning logs. These continue to measure their improvement in performance after training .activity plans need to have smart objectives:

Specific-describes exactly what needs doing

Measurable-has a target that can be measured against

Achievable-is possible within the trainee's current role ,skills and experience

Realistic - is achievable within the time and resources available

Time-framed - has a clear deadline.

This relies on committed and flexible employees delivering the highest standards of service to meet tesco's objectives.Tesco's structured approach to training and developing its existing and new employees provide a strong foundation for its continuing growth.Tesco recognises that increasing knowledge, improving skills and job satisfaction of employees are all vital to the continued growth of the company. As the company has grown so has its workforce tesco now has approximately 740,000 employees worldwide and has net profit of around £3 billion.

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