Training is a procedure of learning a series of planned actions. It develop the worker’s presentation on the current job and organize them for an proposed work.

Development not only improves job performance but also brings about the growth of the personality. Individuals not only mature regarding their potential capacities but also become better individuals.

Differentiate Training & Development:


It’s a small phrase of procedure.

Refers on the instruction in manufacturing and mechanical difficulty.

In most cases non-managerial person are targeted.

precise job linked intention


It is a lengthy period of instructive procedure.

Refers to hypothetical and imaginary educational concepts

organizational employees

General knowledge purpose

Purpose of Training:

To improve production: Training show the way to improved set of production and improved company’s income.

To pick up excellence: Improved workers make

To improve production: Training show the way to improved set of production and improved company’s income.

To pick up excellence: Improved workers make


Mainly Tesco offers two types of training

On-the-job training

Off-the-job training

On-the-job training includes the following methods

Shadowing- the employee is guided by the person already in job

Coaching- a beginner is helped by the manager or any staff member through problem solution

Mentoring- Adviser role is played by a experienced member of staff.

Job rotation- by taking full responsibility on temporary or limited basis, the trainee has the chance to cover the target role

In general, training needs in a business when you set a target. To increase and extend the business are the two main objectives behind Tesco’s training program. The right person, in the right place, at right time is required to achieve the objectives.

The worker is directly connected to their work in on-job-training. Off-the job training is basically focused on development of inner skills, like training of how to unite your team, communication and preparation.

Training needs based on the business targets to achieve, there is a definite need to identify the critical activities and to perform well in such activities in-store and non-store employees require different skills competencies. The employees with wide range of skills are more flexible and too much productive for business growth. To fulfill the demands of different customers in a newly opened store at new location requires clear understanding of the customer profile in that area to select the stock. The training process helps employees to carry out their jobs effectively based on correct knowledge, skills, understanding and resources. Employees identify gaps between their knowledge and skills before starting training and development process.


Development is basically to help an individual to raise and broaden their capabilities. In Tesco the trainee is first of all responsible for his own development. Employees in Tesco are encouraged to ask themselves some strategic type of question, so that they could be able to know their hidden skills. For development Tesco provide a long-term planning. For example behaviour of the leadership and operation skills is focused in workshops. Another program of Tesco for his workers is “Personal Development Plan” it includes their activity plan, a learning log and at the end there is a review when plans are completed. This encourages the new worker towards the self analysing of progress.

Personal development brings long lasting results. Employee becomes more fruitful and important for the company. Hiring of new staff is always a tuff job, and also more expensive so for Tesco, the retaining staff is very important. With the help of development employee’s inspiration level is also amplified. Most of the motivation theorist believes that people become more effective in their jobs if their skills are according to their job, some moral support to grow inner abilities, and much bigger responsibilities.

Analysis of Tesco – Weaknesses

Analysis shows that Tesco has many weaknesses in their developing process. For example their transportation network used a large amount of fossil fuel, with increased oil prices. Tesco should b very careful about their transportation cost. Tesco’s dependence on the Britain’s grocery market is another big weakness hence; it is increasing its foreign outlets and selling other goods.

Analysis of Tesco – Strengths

Tesco’s is a strong grocery retailer so it easily competes with other big stores like Sainsbury, ASDA, and Marks & Spencer. His economic strength and product name makes him more influential among them. This leads Tesco to opens many domestic and foreign stores to increase its geographical power. The introduction of Tesco Express and Tesco metro show led to strength in flexibility.

Q 04:

For fiscal and non fiscal basis a business required to check and assess the expenditure and benefits of its training. To find a course and to improve its confidence, the workforce always needs a good and positive response. one of the Tesco’s main aim is that employees inner ideas should b reflected in their behavior ,during customer serving.

Tesco provides some tools for evaluation of training and development. This includes scheduled tasks, timetables, measures and checklists. 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.

Tesco also uses a method known as 360-degree appraisal. This means all stakeholders

who have contact with the employee assess the person’s performance and give feedback. For

example, 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.

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