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Traininganddevelopmentattesco 130415024821-phpapp01


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Traininganddevelopmentattesco 130415024821-phpapp01

  1. 1. A Presentation On
  2. 2. Presented By Group A1       Sonia Dadlani (10022) Himani Parihar (11049) Ranjini Nair (11045) Neethi Nair (11044) Nikita Bali (11004) Chandan Pahelwani (11047) Presented To: Prof.Manju Raisinghani Tolani Institute of Management Studies 2
  3. 3. Tolani Institute of Management Studies, Adipur 3
  4. 4. TRAINING??? The Process of teaching new or current employees the basic skills or some specialized skill if they require to perform their job.  In any case, Training is a hallmark of good management.  Always having high-potential employees does not guarantee the success of the employees & the work carried on by them.  Big software companies like Wipro, TCS, Infosys have intense trainings for their employees.  Tolani Institute of Management Studies 4
  5. 5. Cont..      Not only software companies, but also many PSU’s like HPCL also go for training for their engineers. In this trend of training Giant retail stores also are included. Like Wal-Mart, Carrefour & Tesco. Training is considered to be booming for the employees. The best example can be taken from United States, they spend huge amount on training & offer about 28 hours of training in a week. Tolani Institute of Management Studies 5
  6. 6. Four step training process Need Analysis Instructional Design Implementation Tolani Institute of Management Studies Evaluation 6
  7. 7. Development An attempt to improve the current or future management performance by imparting knowledge, changing attitudes & increasing skills.  It is not easy to decide where “ Training” ends & “Development” begins.  It is an excellent task of the managers to pick the actual need when they think that development programs should be organized.  Tolani Institute of Management Studies 7
  8. 8. Why TESCO?? Tesco is a retail store working on huge level across Europe, USA, Asia.  It has expanded with the combination of acquisition of new stores, retail services & by adapting the needs of the consumers.  Working on such a huge level definitely requires too many employees.  Tolani Institute of Management Studies 8
  9. 9. Cont… All of them are not skilled & familiar with job process.  Thus training is must for them.  TESCO requires staff who can be flexible and who can adapt the changes.  Also they ensure themselves that they have the right caliber of staff to build the management team.  Tolani Institute of Management Studies 9
  10. 10. Inception of business…       Initiative by Jack Cohen. Selling Groceries from a stall. Cohen bought tea stocks from a company called T.E. STOCKWELL and they had a venture named TESCO. It started selling its product as TESCO TEA. First store was opened in 1929 in London. Since then TESCO has expanded by launching new stores, providing retail services & they have molded themselves as per requirement of customers. Tolani Institute of Management Studies 10
  11. 11. Cont… TESCO’s original range of product of grocery & general merchandise has diversified & includes Banking, insurance, electrical goods & Telephone Equipments.  TESCO has also expanded its customer base through its website which attracts one million regular users.  From one man & a stall, TESCO now has approx 280,000 employees in UK & 460,000 employees worldwide.  Tolani Institute of Management Studies 11
  12. 12. Tesco in India         TESCO also operates from Bangalore, India named as TESCO HSC. It provides critical services for the TESCO global retail chain: IT services Business services HSC Finance Operation Development HSC commercial Enabling services. Tolani Institute of Management Studies 12
  13. 13. Challenges faced Despite the fact that TESCO has only 27 % market share, competitors always are one step behind.  Being so giant, they offer online delivery services & offline retail stores.  TESCO thinks that if any market share left, there is potential for growth and expansion in that area & they move on to grab it.  Tolani Institute of Management Studies 13
  14. 14. TESCO SAYS TO ALL… It’s everyone's job here to help customers first.  Whether its Christmas or Easter, our staff will be seen working.  And last but not the least. TESCO says: “We’d love to hear from you”  Tolani Institute of Management Studies 14
  15. 15. MISSION      “Value for customers, to earn their lifetime loyalty” They do this by being ” creator of brands “ To give customer the better price. Wide choice of products. With these they want the customers to me more & more loyal to them and come back again & again to buy their products. Tolani Institute of Management Studies 15
  16. 16. Vision They want to be the best not only to their existing customers, but also to all the community which it belongs too.  They want to be strong in all the areas of selling & they want to be an outstanding retailer both in store and online.  Tolani Institute of Management Studies 16
  17. 17. TESCO Says… They talk about “Every Little Helps” a lot. For them this is not just an marketing slogan, but it stand s for everything they do.  They do everything best for their customers, by selling groceries to selling mobile phones and giving loans.  They have spread themselves in almost all the directions of things required by customers and they provide them the best possible they can.  They rely totally on “ Every Little Helps”   17
  18. 18. Cont… They follow this philosophy to bind all their customers together.  Their Employees play a very important role in defining their service.  They also make sure that their team feels encouraged to work a lot & in return expect to be recognized and valued in the organization.  They believe that if they get continuous rewards for heir work done, they will go miles ahead to serve to their customers the best.  Tolani Institute of Management Studies 18
  19. 19. Value of TESCO  “ To create value for customers to get their lifetime loyalty” Tolani Institute of Management Studies 19
  20. 20. 7 strategy plan        To grow the UK core. To be an outstanding international retailer online and in stores as well. To be strong in everything we sell. To grow retail services in all our markets. To put our responsibilities to the communities we serve at the heart of what we do. To be creator of highly valued brands. To build our team so that we create more value. Tolani Institute of Management Studies 20
  21. 21. CSR by Tesco TESCO also has a charity trust which helps local and national communities.  It was established on 1st June, 1987.  It is handled by the main board of TESCO.  Tolani Institute of Management Studies 21
  22. 22. Fields of Tesco       Banking Telecom Film Making ISP VOIP Phone Shops. Tolani Institute of Management Studies 22
  23. 23. Competitors…  Wal-Mart & Carrefour are the biggest competitor of Tesco. Tolani Institute of Management Studies 23
  24. 24. Working Environment Employees work in wide range. Both store and non- store functions. Assisting customers on the shop floor directly if they need any help & also if the customer has placed an order online, employees work on for on time delivery to their customers.  Department Managers leading a team of customer assistants.  Warehouse employees help in fulfilling the needs at the stores of TESCO.    Tolani Institute of Management Studies 24
  25. 25. Cont… Office operations are carried on in different departments including Finance, purchasing, Personnel & Marketing.  Logistics staff who plan and carry out the distribution of products to stores.  TESCO recognizes that increasing knowledge, improving skills and job satisfaction of employees are the factors which lead to growth of the company.  Tolani Institute of Management Studies 25
  26. 26. Identify training needs  TESCO is very huge & if new stores are opened in new locations clearly means that TESCO should adapt the requirements of the people of those areas. Tolani Institute of Management Studies 26
  27. 27. Cont… For e.g. TESCO opens a new store in highly populated luxurious area, then the customers in that area will be of high level & they will require the goods accordingly, so TESCO here has to train their employees so that they can handle these luxurious people’s.  Whether store or back office, both post require different technical skills & competencies.  Employees with wide range who can work flexibly are more productive for the business.  Tolani Institute of Management Studies 27
  28. 28. TRAINING DESIGN Establishing Learning Objectives Identifying the components Assembling Specific Methods Tolani Institute of Management Studies 28
  29. 29. Training & development at TESCO TESCO’s aim is to expand and diversify the requirement of people in the business on right place at right time.  TESCO also thinks that the key point of business success is also to train & develop their employees.  Tolani Institute of Management Studies 29
  30. 30. CONT…      TESCO believes that the investment in their employees will be the best return for the company itself. Training here is upward & onwards. They ensure that people who join TESCO get the best learning, training and development to do their job and develop at TESCO. TESCO Says” We have trained ourselves to be obsessed… about training. There is a training program for every major and minor careers at TESCO. Tolani Institute of Management Studies 30
  31. 31. TRAINING Need ANALYSIS      Training needs are recognized through identifying the gap in knowledge and skills. TESCO employees belong from wide range of skill levels and it is important to evaluate the performance. So any possible skill shortage is estimated. Gaps are identified through Personal Development Program. Employees and Managers negotiate with each other to find ways to fill those GAPS through these activities. Tolani Institute of Management Studies 31
  32. 32. OVERVIEW OF TRAINING      In the first session of training, the trainer talks about history of TESCO. Then trainer talks about working system (working time), Day-off and other labor related things. For e.g. how to wear working clothes. The second session is about safety. The trainers talk about labor-safety, accident prevention regulations & fire regulations. The third session focuses on punctuality. Tolani Institute of Management Studies 32
  33. 33. Cont… How to arrive and leave.  Time should be mentioned.  How to prevent stealing.  How to behave in the organization.  Tolani Institute of Management Studies 33
  34. 34. TRAINING METHODS On the jobtraining Off the jobtraining Tolani Institute of Management Studies 34
  35. 35. ON THE JOB TRAINING Shadowing Coaching Tolani Institute of Management Studies Mentoring Job Rotation or Secondme nt 35
  36. 36. OFF THE JOB TRAINING Communication skills Employees who are new To teach some new skill Areas like Team building Development of individual skill Tolani Institute of Management Studies Presentation skills Induction Training Meet new trainees Know more about the company 36
  37. 37. Training Schedule Month 1 Month 12 Month 6-12 Tolani Institute of Management Studies Month 2-4 Month 5-6 37
  38. 38. Training Benefits Helps in increasing sense of ownership.  Employees become more organized, productive & flexible.  This helps them to meet the needs of customers.  Tolani Institute of Management Studies 38
  39. 39. Development at Tesco Development Apprenticeship in Retail Options Tolani Institute of Management Studies Twist 39
  40. 40. Apprenticeship in retail Retail Apprenticeship is a chance for Tesco staff to gain nationally recognized qualification by CITY & GUILDS.  It starts every September for selected stores.  Lasts for 12 months.  Here the employees get chance to learn new skills & go for technical turn in their existing skills.  Tolani Institute of Management Studies 40
  41. 41. OPTIONS It is a program for those who want to do grow big in the organization.  OPTIONS is a flexible program that looks upon the personal needs of trainees.  It lasts minimum of 6 months to a period of 2 years.  Tolani Institute of Management Studies 41
  42. 42. TESCO Week in store together (twist) This is a phase where Managers in HEAD OFFICE have a “store experience” called TWIST.  It involves spending 5 days in store by doing once a year, every year.  It covers all the aspects of store operations right from back door to shop floor.  Tolani Institute of Management Studies 42
  43. 43. Other development program’s Store Development Program’s Tolani Institute of Management Studies Commercial Development Program’s 43
  44. 44. Store development program      A team leader from day 1. This program requires a trainee to attend the university affiliated with the degree. It runs for 2 days. Helps in gaining knowledge about the Retail Environment, Personal Development & Professional Development. This program also offers facility of earning while learning. Tolani Institute of Management Studies 44
  45. 45. Personal development program      This includes Activity Plans, a learning log as to what they have learnt. They keep plans of what to do & how to do and they keep a checklist. This allows trainees to carry out their own analysis of progress. This also helps employees to be more positive, productive and valuable to organization in the long term. This also helps to increase the motivation level of employees. Tolani Institute of Management Studies 45
  46. 46. Training evaluation at TESCO Highly structured monitoring for Training Evaluation of employees which includes scheduled task, Timetables, Measures & checklist are required.  Employees assess themselves by setting objectives in Activity Plans, Personal Development Plans & Recording outcomes in learning logs.  Tolani Institute of Management Studies 46
  47. 47. Activity Plan Specific TimeFramed Realistic Tolani Institute of Management Studies Measurable Achievable 47
  48. 48. Cont… TESCO uses different methods to get feedback from subordinates & Managers which helps more in making ordered & structured.  They also use informal approach and interact with employees directly.  Managers and trainers weekly held informal review session as well as formal session to track the process against the development plan.  Tolani Institute of Management Studies 48
  49. 49. Cont… Feedbacks are carefully monitored & scored.  TESCO also uses 360-degree appraisal method where all the stakeholders who have contact with employees, assess the performance & gives feedback.  For e.g. A store department manager may get feedback from their manager, their “buddy”, Department managers, the HR Manager and their team.  Tolani Institute of Management Studies 49
  50. 50. Cont… This helps to identify the areas that require further development.  Trainees are given a 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.  Tolani Institute of Management Studies 50
  51. 51. Efficient & Effective Training and Development of employees is an essential element for TESCO’s continuing growth.  TESCO requires employees who are committed & flexible in order to aid its expansion of the business.  TESCO’s structured approach to training and developing its existing and new employees provides a strong foundation for its continuing growth.  Tolani Institute of Management Studies 51
  52. 52. Cont… The expansion of TESCO relies on retaining existing customers & acquiring new ones.  TESCO says that all the customers entering should be confident that what they want they will get here & happy by what they wanted they got.  This relies upon the committed & flexible employees delivering the highest standard of services to meet TESCO’s objectives.  Tolani Institute of Management Studies 52
  53. 53. Bibliography   Tolani Institute of Management Studies 53