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.
job rotation orsecondment the trainee has the opportunity of covering their target role, taking full responsibility on a temporary or limited basis.
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.
T he 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.