Training And Development In Hrm Management Essay

The Tesco is one of the recognized supermarkets in the UK and being dominating the supermarkets of the region with both global sales and domestic sales and having a high market share. The company originally provides or serves food but later it stated expanding its services to several sectors such as clothing, electronic goods, consumer financial services, internet service and telecoms. The company’s strategy is focused based on the long term planning in four major sectors such as: center UK business, non food business, retail service and global presence in 2004, stores continue to expand to cater the customers by increasing to 99 to an 208 stores in 2005, which is massive move by the company intended to open half of this in the Asian region. Tesco exclaims that this possible because of the operation strategy and management team.

The Tesco started it business process as self service supermarkets in the U.S. after sometime the company realized mainly the management realized that selling huge range of products and with larger stock volumes, and employing fewer staffs dramatically lowered the product prices. It was in the middle of 90’s when the stepped in to Britain with the style of self servicing stores. After 20 years the name became familiar to the British not only for grocery items but also for the fresh food, clothing and other consumer goods.

Human Resource Management

The HRM is the strategic approach of the management of an organization on mainly valued assets- the people are the essential resource for an human resource management which should be properly maintained- the people working in the particular organization working individually or group they need to contribute to the achievement of the company objective of the business. Any organization, may it be into profit or not into profit the company should allocate and utilize the employees working condition with intelligence and efficiency. The human resource has been changed or replaced with “personnel management”. HRM means effectively employing employees developing their capabilities and increasing their capacities, developing, compensating and maintaining their service to the organization with the job and organizational necessities.

In an organization the human resource is an important role in every organization. The HR functions or role to identify the employees well being in the customer point of view and provide them better facilities to the people who are has been employed.

Furthermore the structure of the employees will strengthen the organizational performance and increase the productivity of the company; therefore it’s necessary to organization to clearly identify the necessities of the employees for the organization, in order to be effective and efficient in their performance.

Almost all the companies struggle to retain their work force or find difficult to identify their ideal workforce that provide participating innovative to the company and also be customer focused in everything the company does.

The HRM best practices is set to identify the present level of the organization performance and the current issues on the process of HR and then would also to identify how and with what qualification and with what attitude do the company should select and recruit the selected people.

The primary goal in HRM is to help the organization to meet the primary objectives of the company by attracting and maintaining employees and also managing them effectively to achieve the goal. The key word here would be ‘FIT’ where the HRM approach to seeks to ensure the management of the organization.

There few key areas which a company should identify and try to get attached to these factors in order to achieve the goals of the organization by hiring efficient employees.

Educate the workforce to sustain competitiveness of the organization.

Expand and correspond industrial policies and procedures in line with legislation.

Participating in criticism and disciplinary enquiry.

Direct negotiations.

Execute termination plus hiring measures.

Connection with trade unions.

Performance and outcomes of combined bargaining and negotiation.

Enlarge suitable compensation systems for the organization.

Supervise overall labor costs.

In this the company such as Tesco consist 240,000 employees that contributed to £33 billion in 2005. Which show the effectiveness strategies have been place in the company, and its effective implementation of HR functions proves itself that HR is a tool to gain competitive advantage, Bring governed by the CEO or the top management. The company such has Tesco provided a comprehensive implementation of its HR functions with the respect of its employees wellbeing.

Furthermore the company has highlighted that the plan to gain competitive advantage of the competitive situation not by just doing stock selling or serviced and marketed at the customer interface. This show that the company should implement breakthrough the way they meet their customers, and design a proper way of interacting procedures to meet the customers, in related to Tesco the products and services of the company has already reached to the edge of their market operation. Apart from this continuous strategic review is essential for accompany such as Tesco on strategic planning and innovation, welfare management, HR strategies, customer relations. The company main interest is to invest in the international market and also into their manpower because the company values employees a lot. The empowerment of employees is the potential of an organization linking workers in the decisions making process in fact had many positive outcomes for the company has a whole. Over a periods of time the company advocates of participative management have trustily maintains that the techniques provides an boost in the level of employee satisfaction,

Furthermore the leadership is also an essential key to implement HR strategies and also to develop of group’s organizations and nations. The leadership has become an important factor in behavioral and management sciences. It’s always considered that good leadership is essential for the organizational functions. Implementing successful leadership style appropriate toward the working situation and management plan in Tesco HR practice assures ultimate growth in the company’s performance and achievement. And Tesco is well aware of the changes and the strategic reviews that would able to examine the change and developing the trends of the job market,

Training and development

Training and development is an important tool for every company that wanted to gain competitive advantage the T&D consigns to the communicate of precise skills, abilities and knowledge to an employee

The definition of training development as follows

“It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.” The need of training and development is firmed by the employee’s performance shortage.

Based on the criteria the Tesco has been training effectively the company also states that training scheme is more important for the employees in Tesco “In fact, there’s a training scheme for every major career stage at Tesco which is often flexible and tailored to your personal needs – which is one of the reasons why 80% of our management roles are filled by existing team members.”

The company has its own training academy to train the employees which delivers training within is business activities. The company had made a strategic review in order to increase the efficiency of the company. The academy director state the following statement regarding the strategic review of the company “We wanted to work in partnership with a like-minded organisation that had a proven track record in trainer development but was flexible and pragmatic enough to adapt to Tesco needs.”

As the process of review the academy developed a certification scheme was devised within the framework of the trainer assessment which was derived to deliver a programme of courses within the academy portfolio.

Aims/Objectives of training and development

The main purpose of the training is to help the company to achieve its ultimate goal and by adding importance to its key resources to the people it occupy. Training is the process of investing in the people to facilitate to execute faster and empower them to make the best use of their natural abilities. These are the following objective of training and development.

Increase the capability of employees and develop their performance.

Facilitate individuals to nurture inside the organisation in order that, as far as potential, its upcoming needs for human resource are able to be met from within.

To decrease the learning time for employees opening in new jobs on appointment,

Transfer or promotion, and guarantee to facilitate they become fully experienced as rapidly and inexpensively as potential.

Therefore according to Tesco the company has its own strategic review which was to achieve several targets, the proposed certification course was designed to meet the needs of those responsible of training and to provide training delivery within the academy and across the business certification in cooperation afforded by The Training Foundation and by Tesco Academy. The proposed strategic certification has brought high level of confident by the employees and they also started delivering high quality of training to their subordinates, the academy director speaks that “The skills provided by The Training Foundation have helped us create great training programs that are directly linked to business needs. The Tesco Academy brand now acts as a guarantee to our people that the training they will receive will be of a consistently high quality.” The main aim of the company is to increase their efficiency and gain competitive advantage by consistently increasing and improving their training and development for the employees.

Training and development as a competitive advantage

Companies obtain competitive advantage from T&D programs. As it was mentioned earlier, this will help to remove the bottlenecks and inefficiencies in employees. The facts seems to be true when there is deficiency the employees may lack of ability and rather lack in motivation as to perform as well, this will greatly impact the performance of the company, but and when the individuals concerned comprise the ability and motivation need to do the job assigned in a better way. Therefore Tesco has clearly identified the importance of providing a better training to its employers which had made them to increase their competitive advantage the company mentions that “We have significantly increased the number of people able to design and deliver training internally and reduced our external training costs, which means it is simpler for our staff, cheaper for Tesco and better for customers.” This is the process which clearly states that the company has been edging in its performance as a largest retailer in the UK region providing better training and development for the employers and as well reducing the deficiency of the employees and developing strategic review to increase its efficiency of its business operation.

Furthermore the qualified employees be likely with the organisation

They hardly ever go away from the company. Training formulates the workforce adaptable in process. People who have been trained in all departments and in all job tasks can be relocated to whichever job. Flexibility is consequently made sure in the company operation. Expansion indicates success, which is reflecting in improved income from year to year in Tesco. Well qualified workforce can contribute to the success of an organisation.

Potential requirements of workforce motivation will be met throughout training and development programmes. Organisation acquires fresh diploma holders or graduates or management trainees or apprentices. They are fascinated after course conclusion. Training services as a successful resource of employment. Training is an asset in a company such as in Tesco HR with a promise of better returns in future. Therefore a company such as Tesco has the credibility among its customers and also in their workforce which is a great potential for a company and even in Tesco employees doesn’t want to quit their job leave to other because the value creation for employees is very effective and the employees are very committed to the company such as Tesco. The Tesco manages its training through “Tesco’s business image also benefits as customers are more confident in the competence and knowledge of staff. This in turn helps Tesco grow. Tesco has a flexible and structured approach to training and development, which adapts to individual employee needs. This allows people identified as having the potential and desire to do a bigger or different role to take part in training to develop their skills and leadership capability. (http://www.thetimes100.co.uk/case-study–how-training-and-development-supports-business-growth)

Methods and techniques of training

There many ways to train the employees, some of them are directly trained some others are the process of indirect while help them to train on the job itself by experiencing their own way of doing the procedures.

Tesco trains it employee through this procedures which has been listed below

shadowing – a person already in the job shows the employee how to do it

coaching – a manager or designated colleague will help trainees work through problems and inspire them to find solutions

mentoring – a more experienced member of staff acts as an adviser

Job rotation or secondment – the trainee has the opportunity of covering their target role, taking full responsibility on a temporary or limited basis.

(Read more: http://www.thetimes100.co.uk/case-study–how-training-and-development-supports-business-growth)

The Tesco offers variety of ways of training to it employees as the details show in the above description. The training is basically straight forward to their work some as on the job training, where they get to know people on their own work area. There several advantages related to on the job training;

Its cost effective than off job training

Managers have the option to look into the progress of the employee and can help when problem arises and resolve them quickly

Employees has the opportunity of putting the learning into practice

Employees is still working in training which is more productive to the company

The following table was filtered through the Tesco training and development which helps to find out their skills and ability

(Source: How training and development supports business growth)

Therefore based on the fact we can clearly say that a company like Tesco has been operating well in their business performance to meets the customer needs by implementing a through HR plan which helps the company to perform well in the area of business.

Performance appraisal

Performance appraisal is an important tool to get their own feedbacks about their performance in the particular job and it can b used to measure performance, and it’s mostly carried out by line managers rather than HR department. It is vital to facilitate they identify with their responsibility of performance there various types of appraising models to facilitate the performance as follow;

Self appraisal: This is where the person appreciates and appraises himself without a third party involvement.

Supervisor Appraisal: This is the most common form of appraisal, appraiser will be the immediate boss or the overall head, it is crucial that appraiser should be familiar with the objectives of the appraisal

180 degree appraisal: Matrix structure, this is developed in the aircraft manufacturing industry, useful for companies having several different projects service by common function setup

(Source: http://www.city.ac.uk/hr/dps/general/hr-strategy-2008-2011.pdf)

Tesco also uses appraisal techniques to its employees; it uses a 360 degree appraisal. This means all the stakeholder who have asses with the employees’ performance will give the feedback for “e.g. a store department manager may get feedback from their manager, their ‘buddy’, other department managers, the HR department and their team. This helps to identify areas that may require further development.”

The managers and employees hold weekly informal meetings to review their target in particular meeting feedbacks are recorded and carefully scored trainees are given color coded development rating:

Red – where progress is not on schedule

Amber – where some elements need more work

Green – where all activities are on target

Blue – where the trainee is ahead of the program and using skills to add value.

(Source: http://www.thetimes100.co.uk/case-study–how-training-and-development-supports-business-growth–132-359-5.php#ixzz1AJnJxGIT)

Health and safety

Health and safety are place of work issues through significant managerial and legal propositions for personnel management and other line managers.

Naidoo and Wills (2000) identify a number of benefits to organizations from the promotion of health in the workplace:

1. ‘Hard’ benefits – such as improvements in productivity as a result of reduced sickness, absence and staff turnover.

2. ‘Soft’ benefits – including enhanced corporate image.

Tesco Health and safety policy has follows:

Tesco Health and Safety Policy as follows:

Tesco is committed to providing a safe environment for our people, our customers and our visitors.

We build safety into our operations by:

Making sure everyone knows their responsibility and is well trained.

Identifying risks at work and putting in place safe ways of working.

Reviewing and learning from accidents when they occur.

Our health and safety objectives

To reduce accidents and work related ill health.

To fully comply with health and safety law.

Everyone is the Tesco team needs to be aware of risks to health and safety and work together to make the workplace safer.

“Look after our people so they can look after our customers.”

(Source:http://www.google.co.uk/url?sa=t&source=web&cd=3&sqi=2&ved=0CCQQFjAC&url=)

Benefits of good health and safety

Health and safety has many advantages in an organization which would safeguard the employees in the work place the benefits as follows:

Cost reduction

Minimal risk

Low employees turnover and absenteeism

Low accidents

narrowed risk of authorized action

outstanding among suppliers and distributors

Reputation increases among the stakeholders for corporate social responsibility.

Increase in employee productivity and highly motivated employees.

Conclusion

Human resource management plays an important role in the operation of a company and which can influence the employees’ performance in which way it benefits the organization. The HRM strategy is to change the mind set of employees and develop their skills and ability through training and development, although training is provided that will not only be a mode of improving employees talent and skill, it has to be reviewed and appraised by their managers, these are the basic elements of the HR. according to Tesco the company has been utilizing its personnel management in an effective way which that the company can be success in the future. In a distinguishing approach the personnel management seeks to achieve competitive advantage through strategic operation of highly trained, committed and capable workforce, ultimately it’s all about appreciative, researching, applying, and revising human resources in accordance with the company objective in terms of internally and externally throughout the global environment to enhance the experience of their stakeholders.