How have changes and customer expectations affected tesco and its need to train staff

tesco training and development strategy

The new manager is allocated a 'buddy' - an experienced member of staff who they can go to with problems. The A-level Options programme for developing new recruits into managers provides detailed induction training from day one.

Benefits The structured training is an effective method to increase the business by providing quality services to the customers and to train the staff to perform all business relevant activities in a professional manner.

Purpose of training and development

Tesco's employees work in a wide range of roles in both store and non-store functions, such as: Customer Assistants on the shop floor either directly assisting customers or preparing orders 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 Distribution Centres or in stores Office-based staff working in a range of functions at Head Office, including Finance, Purchasing, Personnel or Marketing Logistics staff who plan and carry out the distribution of products to stores. Consider the strengths and weaknesses of such a programme. Off-the-job training is also used for new hired employees in Tesco through the detailed Induction training starting from day one. All customers need to be confident and happy in Tesco. One in every 10 Tesco employees takes part in development activities and as many as one in 30 are on its Options programme. These items are sold in supermarkets of varying sizes. Customer Needs and Expectations of the representatives at Virgin Atlantic have honoured us by writing an article about 'A day as a representative' Lets see what Kaye Goodwin from Virgin Atlantic has to say! They become more organised, productive and flexible and are better able to meet the needs of internal and external customers. The frequent performance feedback is employed to maintain this explicit task focus. This helps to identify areas that may require further development. In the UK Tesco now has over 2, stores ranging from the large Extra hypermarket style stores to small Tesco Express high street outlets. To what extent do you think the training has achieved a Return on investment?

The disadvantages to this development plan is following through on the plan. Analyse Tesco's method of developing its employees. For the employee, on-the-job training is directly relevant to their work, they get to know the people in their area and feel part of the team faster.

How have changes and customer expectations affected tesco and its need to train staff

Tesco has expanded since then by a combination of acquisition of new stores, retail services and by adapting to the needs of consumers. In a small organisation one or two people may do all the jobs, whereas in a large organisation people have to be specialized in many different individual tasks. This means customers can now have all their purchasing needs met in one place. Conclusion Efficient and effective training and development of employees is an essential element for Tesco's continuing growth in an increasingly commercial world. Consider the strengths and weaknesses of such a programme. The advantages of this development program is how closely the manager and the employee work together and how detailed the plan is. To increase the motivation of employees, the development program plays a very important role. Tesco's business image also benefits as customers are more confident in the competence and knowledge of staff. The employee monitors and writes his or her Personal Development therefore is able to do own analysis. Employees need positive, structured feedback on their progress in order to find direction and gain confidence. From one man and a stall, Tesco now has approximately , employees in the UK and over , worldwide. To focus on specific market has become difficult due to continuous increase in geographical spread.

Tesco regularly evaluates the performance of its employees in order to anticipate any possible skills shortages. Related Papers.

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