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Overview of HRD at Tesco PLC

This assignment allows you to link theories and vocational activities to show understanding but also ability to apply.

Part 1 Scenario

You have been promoted to become the Human Resource Manager for your organisation and you are planning on having training and development workshops for staff. The HR Director has requested you to prepare a reference handbook which will be handed out to trainees during the workshop.

Task 1 will be to write a reference handbook (AC 1.1, 1.2 and 1.3) The content of the reference manual should include (i) a comparison of different learning styles (ii) the learning curve and the importance of learning transfer in the workplace (iii) importance of learning styles and theories when planning and designing a learning event.

Task 2 will be to plan and design a training and development workshop (AC 2.1, 2.2 and 2.3) In planning the workshop, you will (i) compare the training needs for staff at various levels in the organisation. It is suggested you follow a training needs assessment model (ii) you assess the advantages and disadvantages for different methods of training (iii) you will use a systematic approach to plan training event on any area of need.

Task 3 will be to evaluate the planning and out of the training event i.e. workshop from task2 (AC 3.1 and 3.2) For this task you are to (i) prepare an evaluation form to consider what the staff have learnt, the usefulness of the training and feedback about the trainer (ii) carry out the evaluation by analysing the responses to the evaluation form and (iii) review how successful was the evaluation form for e.g. did it provide you evidence whether the training was planned properly, delivered properly and achieved the intended objectives.

Part 2 Essay Over the past few years the government of UK has introduced a number of initiatives aimed at developing skills and supporting lifelong learning to remove barriers of employability for those that have fewer opportunities. In a recent report published by the UK Government on the future of skills and lifelong learning, it highlighted that businesses and employers set expectations for digital skills through recruitment. They upskill (or do not upskill) employees, and should make use of their employees’ digital skills through efficient and effective work practices. Improving UK digital skills requires collaboration between the organisations that demand and use digital skills, as well as those who supply them. Source:

Task 4 Write an essay of approximately 1200 words on the topic ‘the future of skills and lifelong learning in the UK’. In separate paragraphs in your essay you should;

I. Explain the role of government with regards to training, development and lifelong learning

II. Explain how the development of the competency movement has impacted public and private sector organisations

III. Assess how contemporary training initiatives by the UK government has contributed to human resources development for an organisation.

Overview of HRD at Tesco PLC

Human resource department is a function within a corporation which focus on managing, recruiting and directing the people who work in the company. This department deals with issues regarding performance, compensation, development, safety, incentives, motivation, training and many others. The primary focus of HRD is to select the right person for the right job. It fills the bridge between management and employees and also resolves organisational conflicts. The HRD plays a strategic role in supervising and directing the human capital and environment of a firm, to assist in the achievement of its objectives.

This report will focus on the HRD of “Tesco PLC” and provide planning regarding the training and development of its staff. Tesco PLC is a British international retail and general merchandise company which was incorporated in 1919, and they have more than 476,000 employees in their 6553 stores. The report will plan and design a training and development model for the employees of Tesco. Further, the report will evaluate and review the success or failure of the training event.

1.1 Learning Styles’ Comparison

Based on the knowledge and skill of the learners, Tesco can adopt suitable learning style for its employees. Four learning styles can adapt by Tesco which will assist in improving their employees’ productivity, which includes visual, read-write, auditory, and kinaesthetic learning style (Yamazaki, 2005).

Learning styles


Visual learning style

Visualising the concept and theories of learning makes it easier for the employees to understand and retain such information. Tesco can use charts, graphs, video or other visual imagery to train their employees (Gilakjani, 2011).

Read-write learning style

Tesco can also use books, articles, journals, or other written sources to provide an in-depth view to their employees regarding a particular task (Fleming, 2009).

Auditory learning style

The hearing and listening ability is a primary requirement for better understand a particular task. The employees are required to active listen to the instruction or process provided by the trainer (Akbulut and Cardak, 2012).

Kinaesthetic learning style

This style uses role play, physical activities or real machines to teach the employees a specific task. Physical interaction of learners is the critical requirement of this learning style (Gilakjani and Ahmadi, 2011).

Along with individual learning style, the organisational learning styles also necessary for the development of a company. As per Schmeck (2013), the individual learning style provides training to employees to improve their productivity, and on the other hand, organisational learning style includes training that is necessary for the efficiency of business operations.

1.2 Role of Learning Curve and Significance of Learning Transfer in Workplace of Tesco

Learning curve describes the rate of a person’s growth in attaining new skill or knowledge; it shows the continuous improvement which is acquired due to the experience. According to Anzanello and Forliatto (2011), the employees can learn a new task by experience and learning curve assist in improving their focus on the development of a specific skill, which adds more value to the employees’ work quality. The learning curve assists a corporation in achieving its organisational objectives. In case of Tesco, the employees have to address various challenges due to ever-changing business scenarios and market trends.

Lapre and Nembhard (2011) stated that the learning curve of the employees gets affected by these challenges, and it can adversely influence the technical, managerial and business skills of the company. To face these issues, Tesco can provide continues assessment to its employees that will improve their skills. In this aspect, the knowledge transfer between employees is necessary during the business operations. The transfer of knowledge or skill does not regard the marketing communication instead sharing the necessary tactics and knowledge with the employees as per the requirement can positively influence the learning curve of such employees.   

Learning styles for improving productivity of Tesco employees

1.3 Significance of Learning Theories and Styles While Designing and Formulating a Learning Event for Tesco

Learning the necessary knowledge regarding market trends can assist Tesco to cope up with the modification in an efficient manner. There are multiple learning theories which can positively influence the business of an organisation such as Myer Briggs, Honey & Mumford, and Kolb’s theory. As per Beer and Eisenstat (2000), the implementation of learning theory in a company depends upon the decision of human resource department of how fast they want their employees to adopt as per market trends. Therefore, the HRD of Tesco should analyse the expectations and capabilities of their employees before implementing a learning style theory. As per the study of Palmer (2005), to implement an effective learning event, Tesco should examine and apply various learning style theories for its employees. The learning event can have a significant impact on the achievement of organisational objectives along with improvement in the capabilities and productivity of the employees in a broader manner. Therefore, proper evaluation of learning styles theories is necessary to implement an effective learning event in the workplace of Tesco.

2.1 Comparing Training Needs of Employees at Different Level

Tesco PLC has multiple departments where the training need is different from one another. Below mentioned are the primary divisions and their training requirements.

Managerial level

Operation level

Consumer service level

The managerial staffs are required to train so that they can improve their practical skills, the procedure of decision making, and teamwork skills.

Both on the job and off the job training is necessary to ensure that they can help and encourage the employees in an efficient manner (Olaniyan and Ojo, 2008).

The training is required for operation level because it assists them efficiently reviewing the performance of employees and provides feedback to other executives such as line manager. Tesco can train line managers to ensure that they motivate employees to perform more efficiently and encourage them to provide full effort.  

Training is significantly essential for the employees of customer service department because it will help them manage the queue in an efficient manner which will reduce the time in checkout and improve the satisfaction of customers.

The training is also necessary for employees because their manner influences the customers’ satisfaction in a company. Training can improve the services which will satisfy the customers visiting the stores or ordering online.

2.1 Advantage and Disadvantage of Different Types of Learning Styles

There are various merits, and drawbacks of different learning style methods and a company have to analyse such factors before implementing them into their organisational structure. As a newly appointed HR manager, the following are the advantages and disadvantages of learning styles for Tesco:

Training methods



Performance appraisal

This method will allow the employees to determine the gap between their skills and the knowledge required for performing their task, which will assist them in improving their abilities (Arends, 2014).

The employees may get demotivated by finding the gap in their knowledge.


The workshop will provide all the necessary learning material that an employee requires to perform his/her job with more efficiency and higher productivity (Kolb, 2005).

Depending upon the learning material, the cost of setting up the workshops can be significantly high. The company might not get the result they desire from their employees when compared to the cost of workshops.

Performance coaching

In this training method, the ability of the employees will be assessed by a trainer. The trainer will identify the areas which require improvement and provide employees the necessary training to improve their productivity.

The assessment conducted by the trainer or the result submitted by him can be biased towards the employees based on the trainers’ preferences. It is necessary that management ensure that the trainer is correctly assessing the performance of employees and favoritism is not happening in the results (Julie Yazici, 2005).

2.3 A Systematic Approach to Planning a Training Event for Tesco

Training Need Analysis

The training and development program of Tesco focus on improving skills of employees so that they are able to provide excellent services to the customers and professionally perform relevant tasks. Tesco is a large corporation, and it opens its stores in new locations which required its employees to adapt as per different demands made by customers which increases requirement of the training program. For example, in highly populated diverse areas the firm has to sell specialised goods in order to meet customers’ demands, therefore, the company required a clear understanding of customer profile in the market. The training needs of the company are recognised by identifying the gaps in skills and knowledge of the employees. Most employees have a wide range of skills, and it is necessary that the firm evaluate its performance so that any possible skill shortage is estimated. Gaps in employees’ skills and knowledge are identified through personal development program. Managers and employees negotiated with each other for finding new ways to filling those gaps. 

Training objectives and methods

Training Objectives

Following are different training objectives that are identified through training need analysis.

  • Customers are most important for Tesco, and their demands change rapidly. It is necessary that employees are able to provide excellent and professional services to customers by clearly understanding customer profile in different markets.
  • The main objective of the company is to expand and diversify its business into new markets, and effective employees’ skills are required to achieve that target. Training program ensures that right person is working at the right place right time.
  • While working in store or back office, employees are required technical skills and competencies to perform their duties effectively.
  • Employees are able to work flexibly with changing market and customer requirements.

Designing the Training

Step 1: Managers should conduct training need analysis by identifying customers’ requirements and employees demand.

Step 2: Identification of training objectives by analysing gaps in employees’ skills.

Identification of Required Competencies + Identification of Current Competencies = Gaps in employees’ skills

Step 3: Implementation of a training program by selecting of training methods

Step 4: Evaluation of the training program

The training program must be developed after analysis of gaps in employees’ skills and it involves practical initiation of training procedure based on the training design.

Training Methods


On the Job

· Provided by experienced employees

· During workers’ shift

· Explanation of roles and responsibilities by relevant managers

Off the Job

· Coaching from professionals regarding how to deal with employee and effectively fulfil their demands

· Training should be given in batches

· Different role-playing and stimulation exercises

· Timing should be one hour before ending of workers’ shifts


  • Collection of feedback from employees regarding trainer’s skills
  • Feedback from trainer regarding workers’ competencies
  • Self-refection from the employees regarding their understanding of the training
  • Simulation exercise for the employees
  • Case study based assignments to expand their horizon in learning development

3.1 Evaluation Form to Determine the Staffs’ Learning Outcome

This form will be filled by 30 employees who took part in training.

                                     Evaluation Form



Not Satisfied

Q.1. Are you satisfied with the reaching method of the trainer?

Q.2. Are you satisfied with the knowledge of trainer?

Q.3. Are you satisfied with the tools used in training?

Q.4. Are you satisfied with the new techniques of working taught by the trainer?

Q.5. Are you satisfied with the knowledge you gained in training?

The result of the training and development program and the performance of trainer are necessary to be adequately evaluated by the HRD to determine the success or failure of the program. In case of Tesco, the five-tiered approach is most suitable for the evaluation. The steps followed by the HRD include need assessment, monitoring or the session conducted, the progress of the procedure, clarification from the participants regarding the program, and influence of the program on employees’ development (Jacobs, 1988).  


Figure 2: Five-tiered approach

The five-tiered approach is most suitable for Tesco for correctly evaluating the feedback and progress of the training and development programs and the performance of trainer from the perspective of the employees. The impact of training and development program over the management and customers should also be evaluated in-depth by Tesco, and its application of training knowledge in real life by the employees should also be analysed. Other than employees evaluation form, Tesco’s HRD should also evaluate customer satisfaction and the response of management regarding the training program.

3.2 Analysis of the Response Collected Through the Evaluation Form

The above-mentioned evaluation form is used for collection of feedback from employees who participated in the training program. The evaluation focuses on estimating the effectiveness of the program which was conducted by the management for improving employees’ skills and competencies. The Kirkpatrick model is used which divide the evaluation into four levels which include reaction, learning, behaviour and results. The feedbacks were collected from 30 employees who participated in the training program.

Reaction: The reaction of employees who participated in the training program has been observed for determining their satisfaction level. Employees were eager to learn about company’s rules and regulations, and they showed interest in training courses.

Evaluation of the training program

Learning: Trainees learn regarding customers’ demands and how they can provide excellent services to meet such demands. The feedback which was taken from employees showed a positive learning curve after the training program was completed. Trainees provided positive feedback regarding the trainer’s skills and overall learning experience.

Behaviour: Trainees behaviour assists in determining the effectiveness of the training program. New recruits gained basic knowledge regarding the company’s rules and regulations, and they were behaving according to the policies. Trainees were interactive during the training program, and most of them participated in the activities as well. This determines that behaviour of employees were positive during the training program. 

Results: The results assist in determining the effectiveness of training program. The results obtained after the training program are measured with previously determined standards which showed impressive and successful results. Trainees are more confident and satisfied because of new techniques and skills that they learn. Overall trainees are satisfied with the training program, and it has a positive impact on their performance.

3.3 Assessment of the Success of Evaluation Form

Various methods can be implemented by Tesco to examine the success of evaluation forms such as Kirkpatrick model, ROI model, and CITO model. The Kirkpatrick model is adopted in this case which involves four levels, i.e., reaction, learning, behaviour, and results (Bates, 2004). The management provides multiple training exercises to the employees in training procedure. The Reaction of employees proves how well they are attaining the information. The learning curve measures the improvement in employees’ skill and knowledge after the program. The behaviour of employees was positive towards the trainer and the results provided a positive outcome. Therefore, the training program was a success for Tesco PLC since it assists the development of employees along with increased customer satisfaction rates.

The Future of Skills and Lifelong Learning in the UK

Tesco PLC is a British multinational retailing chain which mostly operates in the United Kingdom. According to Schuller and Watson (2009), the government has introduced a number of initiatives which focus on developing the skills and provide lifelong learning support to remove the obstacles of employability of the people who have fewer opportunities. These initiates concentrate on improving the digital skills’ ability of employees; the government collaborates with those companies which require employees with digital skills and supply the trained individuals to them. As per the study of Field (2000), the government provides training tools to the organisations such as Tesco because they did not implement and training program due to lack of financial support. On the other hand, Tesco is one of the largest retail chains in the UK which highly contributes to the economy of the United Kingdom. Therefore, it is the responsibility of the UK government to take the initiative for the betterment of the infrastructure and training development in the company. Smith and Spurling (2001) stated that along with infrastructure, the government should also concentrate on providing lifelong learning facilities to the employees of Tesco and other organisations. The continuously changing market trends motivate the employees to focus on lifelong learning since it aid in their overall development.

In this aspect, it is the responsibility of UK government to bear the cost of implementing lifelong learning program in Tesco to ensure that economic growth in an effective manner. According to Biesta (2006), in case of the lifelong learning program and up bring the skill and knowledge of employees; it is necessary that the government is investing a large number of resources in the training and development programs conducted by multiple organisations in the United Kingdom. The workforce of a company is significant assets which aid in improving the quality of products and also the overall growth of a corporation. Hence, the government should closely monitor the procedure of training and development programs and also assist companies in improving the learning programs by providing necessary investment for essential tools and machinery for the programmes. Field and Leicester (2003) provided in their book that the skills and knowledge of employees are vital for an organisation to enhance their performance and cope up with the ever-changing market trends. The government of United Kingdom is liable to provide essential investment to the British companies for learning programs. The investment in training and development program also increase the degree of intense competition between corporations which is beneficial for the economy of the country and the customers.

Competence of a person defines his/her ability to perform a particular job correctly. David McClelland first introduced the competency movement in the 1960s (McClelland, 1973), which focus on improving the skills of workers to improve the quality of products and smooth implementation of market trend in the corporation. The introduction of competency movement has influenced the thinking of organisation towards the development of their employees’ skills and knowledge. The companies in private and public sector are focusing on the improvement of their employees’ abilities to improve the quality of their product and services and also updating as the change in market conditions. As per Kaslow et al. (2009), the updated skills and knowledge of employees provide a company competitive advantage over other competitive corporations in the industry because they are able to upgrade their product and services quickly as per the ever-changing requirements of the customers. The continued improvement of the employees’ skills and knowledge can be considered as assets for the company which is necessary to be maintained by both the private and public sector corporations.

As per the research of Lynch (2007), the private sectors corporations invest a large number of resources on providing training to their employees to positively influence their learning curve. For example, Deloitte is a private corporation situated in the UK which provides services of auditing and consulting to its clients, and they also invest significant capital in developing their employees’ skills and knowledge. They prefer to maintain a steep learning curve for their employees to ensure that they remain updated as per the requirement of the industry and as per the market trends. According to Van Dooren, Bouckaert and Halligan (2015), modern public corporations are also focusing on the development of their employees’ skills and knowledge for improving the quality of products and also efficiently fulfill the marketing principles. For example, East Coast Trains Corporation is continuously providing training and development facilities to their employees. The training encourages employees to work with higher productivity, and it also helps them update their work as per the requirement of the market trends. Therefore, both the public and private sector are influenced by the growth of competence movement which helps them gained higher success in the market. 

The contemporary training initiatives started by the government of United Kingdom focus on providing training and development to the employees which assist in improving the economic condition of the country. According to Storey (2007), the government of United Kingdom has established various incentives of training and development for the employees of Tesco PLC to strengthen the prospect of the company and to improve their contribution to the economy of the country. The government of UK plays a significant role in designing the lifelong learning program for the employees of Tesco. The organisational environment of the firm is evaluated by the government to assess the vulnerable sections which require the provision of learning and development. The government establishes quick and short training session which is created after analysing the shortcoming in the business environment of the corporation. The annual report of Tesco gives evidence regarding continues effort contributed by the company in order to improve their efficiency in customer services (Lindgreen and Hingley, 2003).

The improvement actions taken by the company provided them the title of “Champion for customers”. The assistance provided by the government of united kingdom regarding the training and development of employees help Tesco in managing around 80 million customers in a week (TescoPLC, 2017). The Eat Happy Project initiated by the company has reached more than one million children which focus on a long-term commitment to assist children in gaining the skills and knowledge they require to understand the value of food products and related issues (TescoPLC, 2015). All this growth in Tesco PLC has been achieved by the initiatives of the government. The efforts introduced by the government of united kingdom has assisted in improving the working surrounding and culture of Tesco PLC to push them towards the development. These factors help the company in facing the change in the market, and it also provides a competitive advantage to other corporations. The learning and training initiatives are related to the decision making as per the structure of the Tesco PLC


From the above observations, it can be concluded that the learning styles are necessary for improving the skills and knowledge of the employees because it assists corporations in achieving organisational objectives. A company can adopt a learning style as per their requirement such as visual, auditory, or read-write. To implement a development program, Tesco is required to analyse various level in their organisation and formulate a plan as per their requirements. The evaluation of learning programs is also necessary which can be done by using an evaluation form to collect response from employees, customers, and management. The government of UK has implemented various initiatives to provide lifelong learning to the workers which improve their learning curve. These efforts are beneficial for corporations, such as Tesco, since it enhances the skills and knowledge of its employees which provide them a competitive advantage 


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