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论文作者:www.51lunwen.org论文属性:硕士毕业论文 thesis登出时间:2015-04-24编辑:felicia点击率:30283
论文字数:论文编号:org201504232008054067语种:英语 English地区:英国价格:免费论文
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摘要:这是一篇英国毕业论文范文,主要研究了在英国组织和政府对人才技能培训工作的现状及提出对策。
Although with the CSR they acknowledge only meeting the minimum standards of terms of employment in foreign countries (appendix 4).
There has been an increase in training within the organisation; all employees now receive more training than before (4.1). This is a result of the HR department taking a strategic role. HR is not an administrative department within Tesco; they are proactive and are on the strategic level of the organisation (4.4).
Tesco’s operate within a fiercely competitive sector, using a human resource led business strategy, has help to place them in the number one position. This is only sustainable if the strategy is on-going, with competitors actions monitored for any changes (4.4).
The organisation has seen the advantages that training can give, and has fully incorporated this into their business (4.3). The process of training is formalised through recognition of the need and continual review (4.5 & 4.8).
The training of front line staff is delivered by line managers. These managers are trained in this function (4.6). All levels within the organisation are committed to training and are instructed on the benefits that can be gained. This has increased commitment to the process from all that are involved (Appendix 1).
With the changing employment market, employees feel less job security and are taking more responsibility for their career paths. The skills they are taught within Tesco’s could be transferable; therefore in the long run they could benefit competitors (4.9). Although the benefits of training the work force exceed disadvantages, this employee mobility should not be ignored (4.2).
Their “every little helps” slogan is easily recognised by the customer, but is also built in to the training program. This slogan is part of the ethos and culture that is Tesco (Appendix 6). The organisation surveys their employees to gauge motivation and to identify training which employees require. This goes further than just identifying organisational benefits of training. Individuals can plan for the future career (4.8)
Tesco’s long term strategy is to continue to place value on employee training and to integrate it into the culture of the organisation. They are using this approach to maintain their competitive edge. The value that is placed on HR demonstrates commitment from the top levels of the organisation to training (4.4 & Appendix 6)
Tesco’s intentions are to maintain this increased emphasis on staff training and to integrate this learning fully into the organisation. They are positive with training, and from the statistics they are not atypical UK organisation. There is constant reviewing of the intervention, and adjustment were necessary (4.10).
5.0 Conclusions
The case study of Tesco’s has demonstrated that 本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。