Introduction

Technology has taken a big step in today’s world and is developing in all industries and sectors. These developments can successfully be implemented into the process of human resource training in many different organizations and companies such as Tesco. Technology allows for ease and a more efficient way of obtaining a goal. Different strategies and mechanisms can be introduced which will allow desired results to be achieved within a short period of time. This could be extremely important for organizations such as Tesco as a reduction in time means more profit. This report will analyse and discuss how the development of technology can be implemented into the training and development process at Tesco, one of the world’s biggest and most successful retail stores.
Tesco is the third largest retailer in the world in terms of revenue. The company operates in 14 different countries worldwide with 4,331 stores and almost 470,000 employees.
Business strategy
Tesco has developed many strategies which focus on five main factors,
1. Core UK business
2. The Community
3. Non-food items
4. Retailing services
5. The International market
Tesco’s like many other companies as a key focus to not only make a profitable business, but also a sustainable one. Therefore making sustainability a key aspect, Tesco conducts many business strategies to improve their company.
Business execution
In Tesco, technology has implemented something called ‘cloud computing applications’. This means that the HRM (Human resource management) function will become more efficient and require less time taken by increasing workforce productivity. This technology produces user-friendly applications allowing HR employees to gain a variety of other assets that wouldn’t be available before previously. The cloud technology can maintain details about each employee which can be passed efficiently and at the most beneficial time. This will initiate the improvement of the whole HR function profoundly and fundamentally in the process of business execution. This will eliminate the long routed process of engaging in traditional roles to understand employees, which would be a very difficult due to the number of employees. Technology helps maintain and evolve business strategies with computerized programmes such as cloud. This will also help to ensure that employees are being effectively used into effective strategies.
HRM plan
The Human resource strategy that is used in Tesco’s focuses on training and developing employees in communication and consultation. Every year, Tesco will employee a large number of employees which will undergo a period of training. Tesco promise their employee ‘an opportunity to get on’, which refers to the opportunity the new employees will have to obtain new skills and knowledge. In the UK employees such as bakers and fishmongers can also obtain new qualifications during their careers at Tesco.
Training has a bronze level (competent) which takes four weeks to accomplish and a silver level (expert or experienced) which takes 12 weeks to accomplish. Tesco have made targets to train 85% of their retail staff to silver level and 97% of their staff to bronze level. This way the employees can develop with the company and help Tesco to sustain a large number of skilled workers.
Tesco also has a options development programme. This programme can be selected to advance skills for the next work level. Approximately 1 in 30 employees apply and participate for this programme. After opting, employees are able to choose the suitable skills in which they want to extend their knowledge in. This is a way to enhance the staff’s enthusiasm with the freedom of choice as well as giving them new skills. Tesco plans to popularize this programme especially in Asia and Central Europe.
Tesco also focuses on employees who have just recently graduated and has a program suited for them. This program employs the highest potential graduates and trains in them in high position leadership roles in a short amount of time. These graduates are then used to the maximum to ensure that they are happy and reduce the chances of them leaving.
Communication and consultation is a very important factor in a business. Tesco is interested to know the views of employees on problems which can affect the company. Managers will use technology to carry out different types of communications with staff on a regular basis, for example Skype.
As you can see the training are split into three different programmes considering the employees age and experience.
Communication is vital between manager and employee. Tesco uses a more formal approach to developing a good relationship between manager and employee. The employee firstly, when enrolled, notifies the manager any skills that he may have to be given a certain role where he will be happier working. These actions are initial to identify to keep the employee happy.
Managers and trainee also hold weekly informal review sessions. Here the progress of the employee can be tracked and viewed against their personal development plan (PDP). Newly employed trainees need to be noticed more to see how they are progressing for the store. Tesco uses another computer system which tracks down a trainee’s progress:
• Red means the progress is not up to date
• Amber means more work needs to be done
• Green means all work is continuously on target
• Blue means when the trainee is ahead of his/her work and is using extra skills to add value.
If the manager can look at these records after a few weeks he/she will be able to tell which employee can be promoted and given further responsibility and extra training too, and which employee needs to be taken into concern.
HRM- The nine pillars

Representation: All staff will have the opportunity and access to put forward their views to the elected representative who can take their views forward. The views are made challenging to analyse and improve the worst at Tesco.

Training: Training is the most important part of the enrolment process. Employees receive additional training for personal skills and also comply with the Tesco terms and condition.

Consultation: The company has the right to make decisions about the business without the union having an impact on an area like management. There are joint areas for consultation which include, health and safety, staff/customer research, pensions and competitors.

Communication: Provides regular information about how to improve the company in the business.

Understanding issues: Employees are encouraged to raise issues and any concerns they might have so the company can build a strong relationship between their workers.

Business focused: Acknowledging the importance of continuous improvement in the business strategy.

External influence: Promotion by USDAW as a career for employees

Values and culture: Tesco has employees from all over the world and understanding the value and culture of both customers and staff is crucial to develop good communication.

Conscience: A social responsibility of the company and to help ensure that Tesco is up to date with its value and culture.

Technology
Tutorials
While training employees technology can be used to increase the understanding and shorten the time taken. For example, a CD can be played and given to the employee showing them basic rules and strategies in a simple and visual learning procedure. This means the employee do not need access to the internet. Training can also be done online via a portal system which the employee can simply go and view the videos needed. This can decrease the pressure put on a large number of employees gathering in a certain training area. Ultimately CD’s and the online portal can give a more efficient base in training employees.
Forums
A forum is a very good way of communicating between vast numbers of employees as well as letting them know about recent updates and changes. It uses internet to connect a society together so employees can post about any queries they might have. This platform of technology can bring together employees from all over the world in a single thread discussion, thus enhancing the communication.
E-mails
E-mails and other electronic mailing services have taken the next step into developing HRM. Employees can ask questions directly when they are off work to the employer regarding their training. This also puts a more personal communication level between the employee and the trainer. Some things which they would not like to discuss in an open environment amongst other employees can be discussed via electronic messaging.
As technology enhances and makes a more efficient training procedure it also offers an increase in the form of talent management. The HR department at Tesco can use technology to an advantage and share data efficiently throughout the organization. Hiring, training, compensation and separation of employees produce critical information which is later required to sustain a good talent management.
The use of technology makes it efficient to import data from an individual employee that is obtained during the hiring process. Information can then be quickly relayed onto the training sector which can then decide how the employee needs to be trained according to his/her skill set. Using a computerized system makes them a quick, efficient and easy process. The company will have accurate information on each of their employees and can use them to their maximum advantage, this can keep both the company and employee happy if the employee was given a role which best suited his/her qualifications/skill set. This will furthermore reduce the supply of external sources to its workforce, thus, increasing profits.
GANNT Charts
GANNT charts can be implemented from traditional industrial techniques to improve the organisation and structure of a manufacturing process. However we can use GANNT charts to efficiently manage time in any industry. Rather than producing GANNT charts by hand, we can use programmes such as Microsoft project to efficiently and quickly produce GANNT charts. The charts can be extremely helpful into organising training dates and times for employees in a quick and efficient manner.
Cost implications
Although there are many benefits in technology it can however be very costly. If it is not budgeted and carefully organized into how much Tesco would spend into enhancing their technology to improve their HRM, it could be a problem. For example the cost of developing videos and audio CD’s and giving them out to more than half a million employees can produce some heavy costs. However, in the long run investing into technological advancements can lead to an increased business and profit in the long-run.
Recommendations
In any company there is no such thing as perfection. There has to be a drive to motivate and work the company forward into progression and always looking for a way to improve. There are many ways Tesco’s can start to develop with the use of the ongoing technology. CD’s could start to be more beneficial to save initial costs to develop an online programme which requires users to have access to the internet. As technology develops, more online mechanisms should be implemented to further give employees access to more training and help/advice services.
Encouraging employees to undergo the online interaction that have been put in place is a vital role for managers and should be taken into consideration.

The HR system is becoming more advanced as time progresses. It is essential if this technology is to be taken to its maximum potential, that HR managers and employees also undergo training. Tesco should organise regular training sessions or workshops for updates or changes to the system so that employees can function the HR system without any difficulty and efficiently.
Conclusion
The advancement of technology and applying the use of technology into Tesco will result in more efficient and flexible training programmes for employees. The use of computers and the internet can allow employees to access online tutorials and videos in the privacy of their own home. The internet and electronic messaging such as e-mail eliminates physical distance boundaries allowing the ease for better communication.
Tesco has a wide range of branches across the world and interaction between employees all over the world has become possible. Employees can share unique experiences with other employees as well as ask questions and share knowledge through online forums. As technology increases, this can give a chance for Tesco to manage each individual employee. Employees can then be used to their maximum potential and effectively managed by their managers.
References
cw.tandf.co.uk/...human-resource-management/.../Case%20study%20Em www.slideshare.net/ccnstandrews/tescos-assignment .studymode.com › Essays › Business & Economy › Case Studies www.essay.uk.com/free-business-essays/tesco-hrm-essay.php www.study-aids.co.uk/hrman/hrman0021.html books.google.co.uk/books? ISBN=1844806154
John Storey - 2007 - Business & Economics www.academia.edu/.../Strategic_Human_Resource_Management_at_Tesco.com Training and Development
Change business environment technology and change in training and development
Objective:
1. What technology used in training and development
2. Why technology used in training and development
3. How training and development can be used as a motivational tool ---------------------------------------------------- What technology used in training and development?
Technology on any organisation is about method of the organization, modification, usage, and knowledge of tools, machines, techniques and systems in order to solve a problem in the organisation improve the work, speed up, more solutions for complicate situations.
In order to bring the benefits to staff and business profitability technology seems to be increase gradually in the last ten years and become an important aspect at work.
Therefore, managers must keep up training the staff and help them to improve their understanding of using the technology system. http://www.bcs.org/content/conWebDoc/32836 Many organisations prefer to discuss use of technology to the employees face to face. While other running courses for staff about use of technology and this courses might be online courses which help manager to expand their knowledge and understanding, for staff this system of learning offer to respond to any new training need to be done more quickly. Sometimes as urgent explanation for a new technology to manager, staff, employee or trainer could be by the traditional easy and quicker way by telephone.
Other technology method used in training and development, organisations store information in computers which is examples of right or wrong way to perform skills and it could be an existing training programs to be used on the next ten years when other methods and types of technology find out to use in training and development to help change and improve business environment technology in organisations.
Technology need to be change in taste. Also the matrix needs to be change external such as crisis which is fracturing and adaptive as surprise and internal such as strategic which is fracturing and adaptive as incremental. The scale of planned show out the external is unplanned but the internal is planned.
Training and development is one of the Implementation. Business environment technology and training & development need to be change for useful used efficiency in Market place such as Tesco on our case study report.