Training and Development

Training is the systematically development of the attitude/ knowledge skills and behaviour pattern required by an individual in order to perform adequately when given job or task. Training means acquiring knowledge and skills which can be used in a particular job.

Definition of employee development is: A course of action will enable an employee to realise his or her potential for growth in an organisation.

A training system consists of the following;

Identification of training needs- product of job analysis and job specifications

Design of courses, selection methods/ Media used

Measurement of trained performances (termal behaviour) against pre determined preficeiency goals

Evaluation

Has the training bought a improvement in the job performances

Training is not an option, but a necessity for any business. All employees need to develop certain skills in order to be able to carry out the roles and responsibilities assigned to them. This may simply be learning how to use equipment or complete relevant paperwork for the job. A small business may carry out very informal training showing a new employee exactly what he or she will have to do in order to complete the task. A larger business plan a much more structured training programme for employees, where training is an on- going part of the job. Training can take place at work while the employee is actually doing the job this is known as on the job training, or away from work place which is known as off the job training. There are different ways of training staff and many reasons why staff should be trained, such as when an employee starts a new job and they need to find out about new equipments or new producers, so that the employee can improve their performances or increase skill or confidences.

Training includes all forms of planned learning experiences and activities designed to make positive changes to performances and to behaviour. Training can be broken down into a number of elements such as these:

Traditional training- this is training to promote learning of specific facts and content, which enables improvements in job performances, such as technical skills,

Vocational educational- this is an apprenticeship training

Management training- Activities designed to improve managerial competences

Organisational development- Activities designed to change the way in which individuals operate within an organisation.

Development approaches the individual and his or her motivation from a different angle from that of training. Personal development is concerned with enabling individuals to develop themselves in the way that best suits individual needs.

The first stage in preparing training and development plans to carry out an analysis that compares what is currently going on in the organisation with what the organisations and individuals needs are likely to be in the future. A TDLNA (Training development and learning needs analysis) is the systematic process which enables an organisation to identify ways in which training and development can help the organisation.

Training may be delivered through both on the job or off the job. On the job training takes places within the organisation and can be done while carrying out the job at the same time. Off the Job Training takes place away from organisation, staffs attend courses and learn new skills in training centre, collage or Specialist organisation. Some training centres are within the organisation. Below are a few methods of training that organisations are likely to use and here are the advantages and the disadvantages of each of these methods.

Training can be either internal which is run by the company or External which is run by outside the organisation.

The advantages and disadvantages of Off the Job Training are the following

Advantages-

There would be no disruptions

It can be better training method

Trainer will have a broad knowledge

Everything will be covered

More equipment and facilities are available and Higher quality training is given

Disadvantages-

It can be expensive method of training

Company can loose staff and money as staff’s gone to training

May not be specific to the company

Will not be use to, to the training environment

Could be hard for employees to bring those skills

You will not be working with colleagues

Equipment may be different and you may have to make arrangements for the job to be covered

The advantages and disadvantages of On the Job Training are the following:

This is also known as in the house training, the employee acquires their training or development in the work place it self. They will learn their job by watching or undertaking a training program with more experienced employees, this is sometimes called Sitting next to Nelly; on the job training can be achieved through job rotation

Advantages-

You can learn and experiences the job at the same time

You can get use to, to the working environment

Skills can be developed

You can deal with real life situations ‘ better transfer of skills’

Save times as you don’t have to leave building and is cheaper

Disadvantage-

You may not get on well with your trainer

Everything may not get covered, as there may be distributions in the work

Trainer may not communicate well with the trainee

Trainer may loose productive or money while spending time with the trainee

Below I will be designing a one week induction program for the new graduates who will become store managers at the end of their 2^nd year training program

My induction will consists of the following:

A welcome pack to say congratulations on joining the new team and that we are very much looking forward to working with you shortly. So that you as new managers would have all the information and skills you need for your new position. Below will be the planned program pack of induction training for everyone.

The details would be the following:

Venue: Swan House, White hart street, Suite c (off the job training for first 3 days then on the job training in store to use tills). To open up account card for the organisation, this training would be done in store on stimulator tills.

Times: all the session commences at 9.00am so please be prompt and arrive for registration at 8.45am and each day will conclude at 4.30pm.

Refreshments: Tea and coffees will be provided, there will be 45min for lunch each day but lunch will not be provided

Dress code would be to dress smartly no jeans or trainers, and to remember to bring any further documents that may be needed.

Introduction • You and your role

• Other participants or immediate personnel

• Itinerary for induction

• Housekeeping - amenities, parking, eating facilities

• Layout of the organisation - tour

Personnel Information

• Rates and terms of pay and conditions

• Superannuation, taxation, insurance

• Holiday, sick leave and other leave provisions

• Breaks and lunches

The Organisation

• Who’s who of the organisation - chart of the structure

• Where and how the new employee fits

• Organisational policies-anti-discrimination, sexual harassment,

performance standards, disciplinary

• Security and safety procedures

• Dress codes, smoking policy, personal space

Work Group • Introductions to colleagues

• Establishment of ‘buddy’

• Social codes and practices

The Position • Position description / responsibilities / outcomes

• Safety procedures

• Tasks and duties - specific procedures

• Training and development

This is from my own personal experiences from working in House of Fraser and I have come to a conclusion that this is was very effective and helped me to understand my clear objectives of how the organisation works and wants me to work using there guidance and facilities in the right way.

Reference:

Lecture notes week 22 & 23

Mullins, L. (2007) Management and Organizational Behaviour. 8th Ed