In an organisation where the pace of change is very high, training will need to be closely related to the business environment. There have been government -funded schemes that have been developed to enable young people to develop skills in ICT. Tesco have their own training schemes, and they train their staff at their own training offices and develop their communication skills as most Tesco employees are communicating with customer's everyday. Training methods and activities
Induction training
Induction is when new employees are introduced to their place of work and new surroundings and the people they will be working with. Induction training could also involve training and development that the employee any need in order to carry out the job. A typical induction will involve a talk from a member of the senior management. An induction pack will also be included which will introduce them to the organisation.
Mentoring
This is when a trainee is paired up with an employee that is more experienced. The trainee will carry out the job but the mentor will be there in case the teachers need to ask any question about the work, and to solve any problems that may occur.
Coaching
Coaching is when individuals in the work place are provided with their own personal coaches. The coach will need to firstly develop coaching skills in order to carry out this job. Not only does the person that is being coached benefit from coaching, but the person carrying out the coaching also benefits. It is important that the
Apprenticeships
Apprenticeships are another method of training but Tesco do not offer apprenticeships. An apprenticeship enables the person to learn as well as get paid at the same time. So will earning money the person will be training and getting a qualification. Apprenticeships are nationally recognised qualifications usually imbedded in a NVQ.
Out of these four training methods Tesco use the induction training method when training store advisors. Store advisor trainees have a one day training programme at a Tesco store where they carry out a number of tasks such as talking to customers and staff and learning how to use the till.
In-house training and external training
When an organisation has there own training department this is known as in-house training, and when employees are sent on external courses this is known as external training. Tesco do not offer employees external training, they have their own training department within the business and train people from using a till to training them for a section or store manager. They do not offer external training because as they are very large organisation there would be a lot of expenses involved in doing this.
On-the job training
On-the-job training is when employees are being trained while they are working. This usually is usually carried out at their place of work. When Tesco's train employees to become store managers, part of the training will involve, spending a week at another store, working with another manager on the shop floor.
Off-the-job training
Off-the-job training takes place within the business or outside the business using trainers. Many large companies like Tesco will carry out off-the-job training internally within the business. Every one out of three Tesco’s will have training room. Investors in people- Tesco are invertors in people as they spend more money on bonuses and gift vouchers to motivate their staff. The implications for lifetime learning, education and training
The government is now encouraging people to think of training and education as a lifetime process, due to employment becoming more secure and individuals are being asked to develop new skills.
