1. Enterprise skills
Are you Enterprising?

2. Enterprise skills
Are the skills and personal characteristics possessed by successful business people or entrepreneurs?
Enterprise refers to the skills and knowledge possessed by entrepreneurs of a business.
Anyone who owns a business needs to acquire and coordinate a range of resources-physical, financial, and human to ensure that the business is successful.

4. Enterprising behaviour
Tesco’s purpose is to serve its customers.
Tesco's organisational structure has the customer at the top. Tesco needs people with the right skills at each level of this structure.
There are six work levels within the organisation. This gives a clear structure for managing and controlling the organisation. Each level requires particular skills and behaviours.

5. The Times 100 Business Case Studies
Tesco
How training and development supports business growth

6. Introduction to Tesco Largest British retailer – 2,200 stores
Global net profits of around £3 billion
Wide diversified range of products
Includes grocery, electrical, banking services,
mobile phones
280,000 employees work in varied roles
In-store – e.g. Customer Assistants, Department Managers,
Non-store – e.g. Warehouse Assistants, Logistics staff
Office-based at Head Office – e.g. Finance, Purchasing, Personnel, Marketing

7. Identifying training needs
Workforce planning evaluates staffing needs
Staffing levels required now and for future
Skills sets needed for new or vacated jobs
9 Critical Success Factors to develop leadership potential
Customer focus
Working with others
Personal behaviour
85% of manager appointments internal
1 in every 10 employees takes part in development activities

8. Training Personal Development Plans identify skills gaps
Needs filled by training
On-the-job for current job needs
E.g. shadowing, coaching, mentoring, job
secondment
Off-the-job for specific skills
E.g. in team-building, communications, planning
A-level Options programme provides detailed induction training from outset

9. Development
Tesco and trainee share responsibility for personal development
Aims for long term competencies
More productive staff, more cost effective
than recruiting new people
Development increases motivation
Options programme extends personal abilities
Activity plans, learning log, ‘Plan, Do, Review’ checklist
Increased responsibility and challenge

10. Evaluation of training and development benefits
SMART objectives can be measured
Feedback
360 degree appraisal - from all
contacts with employee
Formal and informal reviews
Colour coded ratings to show performance against targets
3 things that employees are good at and 3 things they could do better