1. A Presentation
On

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. Tolani Institute of Management
Studies, Adipur 3

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.
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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.
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6. Four step training process
Instructional
Need Analysis Implementation Evaluation
Design
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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.
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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.
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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.
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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.
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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 TESCO.com 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.
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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.
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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.
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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”
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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.
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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.
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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”
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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.
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19. Value of TESCO
 “ To create value for customers to get their
lifetime loyalty”
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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.
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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.
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22. Fields of Tesco
 Banking
 Telecom
 Film Making
 ISP
 VOIP
 Phone Shops.
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23. Competitors…
 Wal-Mart & Carrefour are the biggest competitor of
Tesco.
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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.
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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.
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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.
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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.
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28. TRAINING DESIGN
Establishing Learning
Objectives
Identifying the components
Assembling Specific Methods
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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.
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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.
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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.
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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.
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33. Cont…
 How to arrive and leave.
 Time should be
mentioned.
 How to prevent stealing.
 How to behave in the
organization.
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34. TRAINING METHODS
On the job-
training
Off the job-
training
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35. ON THE JOB TRAINING
Job
Rotation
Shadowing Coaching Mentoring or
Secondme
nt
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36. OFF THE JOB TRAINING
Communication Presentation
skills skills
Employees
who are Areas like Induction
Team building Training
new
Know
To teach more
Development of Meet new
some new
skill
individual skill trainees about the
company
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37. Training Schedule
Month 1
Month Month
12 2-4
Month Month
6-12 5-6
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38. Training Benefits
 Helps in increasing sense of ownership.
 Employees become more organized, productive &
flexible.
 This helps them to meet the needs of customers.
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39. Development at Tesco
Development
Apprenticeship
Options Twist
in Retail
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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.
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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.
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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.
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43. Other development program’s
Store Commercial
Development Development
Program’s Program’s
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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.
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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.
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46. Training evaluation at TESCO
 Highly structured monitoring for Training Evaluation
of employees which includes scheduled task, Time-
tables, Measures & checklist are required.
 Employees assess themselves by setting objectives in
Activity Plans, Personal
Development Plans &
Recording outcomes in
learning logs.
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47. Activity Plan
Specific
Time- Measurable
Framed
Realistic Achievable
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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.
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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.
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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.
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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.
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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.
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53. Bibliography
 http://www.tesco-careers.com/
 Times100.uk
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