How training and development supports business growth
A Tesco case study

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Page 3: Training

Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job. Training benefits employees in several ways:

  • It increases their sense of ownership in the business.
  • They become more organised, productive and flexible and are better able to meet the needs of internal and external customers.
  • New skills and abilities in areas such as decision-making can empower staff, which makes them more effective.

Tesco's business image also benefits as customers are more confident in the competence and knowledge of staff. This in turn helps Tesco grow.

Tesco has a flexible and structured approach to training and development, which adapts to individual employee needs. This allows people identified as having the potential and desire to do a bigger or different role to take part in training to develop their skills and leadership capability.

Tesco offers employees both on-the-job training and off-the-job training. On-the-job training methods at Tesco include:

  • shadowing a person already in the job shows the employee how to do it
  • coaching a manager or designated colleague will help trainees work through problems and inspire them to find solutions
  • mentoring a more experienced member of staff acts as an adviser
  • job rotation orsecondment the trainee has the opportunity of covering their target role, taking full responsibility on a temporary or limited basis.

For the employee, on-the-job training is directly relevant to their work, they get to know the people in their area and feel part of the team faster. On-the-job training also has several advantages for the company:

  • It is cheaper than off-the-job training.
  • Managers see progress and can help when problems arise to resolve them quickly.
  • The employee is still working during training so is more productive.
  • The employee puts learning into practice.

Off-the-job training is often more appropriate for training in specific new skills or for developing the individual, in areas such as team-building, communications (for example, making presentations), or organisation and planning. It usually involves attending external courses run by professional training organisations or qualified Tesco training staff.

The A-level Options programme for developing new recruits into managers provides detailed induction training from day one. This enables new employees to meet other trainees and learn about the company and the business objectives rapidly. With a rapid training schedule, they are able to develop to their first level management position whilst working as a Team Leader in a store within six months.

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Tesco | How training and development supports business growth
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