Human Resource Development at Tesco Case Study Example | Topics and Well Written Essays - 2000 words

Human Resource Development at Tesco - Case Study good exampleTesco, a UK leader in the food retailing industry, was founded in 1924 by Sir Jack Cohen in Londons easternmost End. Today, it operates around 2,318 stores and employing over 326,000 throng. In the UK, Tesco has opened 1878 stores which operate under Extra, Superstore, Metro, and Express trademarks. Tesco replaced Sainsbury and became 1 food retail merchant in the UK in the mid-1990s (www.tesco.com). Recent years apprenticeship becomes a actually popular technique in contrary sectors of business in the UK. Apprenticeship architectural plans argon very effective as they benefit both employers and employees allowing young employees to set about skills and knowledge during paid involvement. To take part in this programme a job seeker should For Tesco branch, this program allows developing a high-skilled working staff employing young people who are eager to work sonorous and achieve a high position within the company . It will help to sustain a pie-eyed brand image and deliver better services to customers. For Tesco, this program ensures an adequate supply of staff who are technically and socially competent, and capable of career advancement into specialist departments or management positions. In this very case, training is, in that respectfore, a key element of improved organizational performance as it increases the level of case-by-case and organizational competence. It helps to reconcile the gap between what should happen and desire-targets and standards of performance and what is happening and levels of work performance. The advantage of this program is that modern apprenticeship can be started at any time of the year (Modern Apprenticeships, 2006). Special attention should be paid for a contract for apprenticeship. Although this is to be seen as a contract of employment for the purpose of accumulating employment rights, it is a form of legally-binding working relationship that pre-dates all current legislative rights in employment, and the apprentice, therefore, has additional rights at common law relating to training. An employer cannot lawfully terminate an apprentices contract before the agreed period of training is complete, unless there is closure or a fundamental change of activity in the business to justify redundancy. If Tesco trains people and continually ensures they have up-to-date knowledge and up-to-date skills, it follows that it shall able to compete effectively, and reasonably expect to prosper.