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TRANSCRIPT
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Presented By:
Sonia Dadlani(10022)
Himani Parihar(11049)Nikita Bali(11004)
Neethi Nair(11044)
Ranjini Nair(11045)
Chandan Pahelwani(11047)
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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 goodmanagement.
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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Not only software companies, but also many
PSUs like HPCL also go for training for their
engineers.
In this trend of training Giant retail storesalso 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 of training
& offer about 28 hours of training.
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Need AnalysisInstructional
DesignImplementation Evaluation
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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 thatdevelopment programs should be organized.
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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 & byadapting the needs of the consumers.
Working on such a huge level definitely requires
too many employees.
All of them are not skilled & familiar with jobprocess.
And thus training is a must for them.
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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 themanagement team.
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Initiative by Jack Cohen.
Selling Groceries from a stall.
Cohen bought tea stocks from a company
called T.E. STOCKWELL and they had aventure named TESCO.
And it started selling its product as TESCOTEA.
First store was opened in 1929 in London.
Since then TESCO has expanded by launchingnew stores, providing retail services & theyhave molded themselves as per requirementof customers.
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TESCOs 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 hasapprox 280,000 employees in UK, & 460,000
employees worldwide.
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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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Despite the fact that TESCO has only 27 %
market share, competitors always are one
step behind.
Being so giant, they offer online deliveryservices & 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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Its 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:Wed love to hear from you
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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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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 ofselling & they want to be an outstanding
retailer both in store and online.
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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 phonesand giving loans.
They have spread themselves in almost all
the directions of things required by
customers and they provide them the bestpossible they can.
They rely totally on Every Little Helps
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They follow this philosophy to bind all theircustomers together.
Their Employees play a very important rolein defining their service.
They also make sure that their team feelsencouraged to work a lot & in return expectto be recognized and valued in theorganization.
They believe that if they get continuousrewards for heir work done, they will gomiles ahead to serve to their customers thebest.
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To create value for customers to get theirlifetime loyalty
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To grow the UK core.
To be an outstanding international retaileronline 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 thecommunities we serve at the heart of whatwe do.
To be creator of highly valued brands.
To build our team so that we create morevalue.
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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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Banking
Telecom
Film Making
ISP VOIP
Phone Shops.
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Wal-Mart & Carrefour are the biggest
competitor of Tesco.
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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 customerhas 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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Office operations are carried on in different
departments including Finance, purchasing,
Personnel & Marketing.
Logistics staff who plan and carry out thedistribution of products to stores.
TESCO recognizes that increasing knowledge,
improving skills and job satisfaction of
employees are the factors which lead togrowth of the company.
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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.
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 herehas to train their employees so that they can
handle these luxurious peoples.
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EstablishingLearning Objectives
Identifying thecomponents
Assembling SpecificMethods
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TESCOs 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 ofbusiness success is also to train & develop
their employees.
TESCO believes that the investment in their
employees will be the best return for thecompany itself.
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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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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 theperformance.
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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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 laborrelated things. For e.g. how to wear working
clothes.
The second session is about safety.
The trainers talk about labor-safety, accidentprevention regulations & fire regulations.
The third session focuses on punctuality.
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How to arrive and leave.
Time should be mentioned.
How to prevent stealing.
How to behave in the organization.
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On thejob-
training
Off thejob-
training
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Job Rotationor
SecondmentMentoringCoachingShadowing
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Employeeswho are
new
To teachsome new
skill
Development ofindividual skill
Areas likeTeam
building
Communicationskills
Presentationskills
InductionTraining
Meet newtrainees
Knowmore
about thecompany
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Month 1
Month2-4
Month5-6
Month6-12
Month12
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Visit & workin all
departments
Allocate aBuddy
Go and helpto tackle the
problems
Testing bygiving them
real situations
Identifyingskill gaps
Undertakingplacement
AsDepartment
Manager
Take on firstManager role
Review &discuss theirdevelopment
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Helps in increasing sense of ownership.
Employees become more organized,
productive & flexible.
This helps them to meet the needs ofcustomers.
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Development
Apprenticeship
in Retail Options Twist
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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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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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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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StoreDevelopment
Programs
CommercialDevelopment
Programs
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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 earningwhile learning.
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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 toorganization in the long term.
This also helps to increase the motivation
level of employees.
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TESCO provides highly structured monitoring
for Training Evaluation of employees.
For this 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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Describes what exactly we need to do
Specific
Having a target that can be measured
Measurable
It is possible with trainees current role, skills &experienceAchievable
Which is achievable within time & resourcesavailableRealistic
Has a clear deadline
Time- Framed
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Feedbacks are carefully monitored & scored.
TESCO also uses 360-degree appraisal
method.
Here all the stakeholders who have contactwith 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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Efficient & Effective Training and
Development of employees is an essential
element for TESCOs continuing growth.
TESCO requires employees who arecommitted & flexible in order to aid its
expansion of the business.
TESCOs structured approach to training and
developing its existing and new employeesprovides a strong foundation for its
continuing growth.
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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 ofservices to meet TESCOs objectives.
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http://www.tesco-careers.com/
Times100.uk
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