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Identifying Training Needs

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Introduction

UNIT 17: Professional Development and Training UNIT TUTOR: Andy Jenkins, Helen Morten, Phil Beagen STUDENT NAME: YEAR: 07/08 ASSESSOR: Helen Morten INTERNALLY VERIFIED BY: Submission Date and time: Please Note: Assignments cannot be uploaded AFTER this time ASSIGNMENT 1 Identifying Training Needs ASSESSMENT AND GRADING CRITERIA * P1 describe key implications of change for human resource development in a selected business * P2 describe the process of identifying training needs to meet an organisation's objectives * P3 describe the training roles used in a selected organisation and explain how these responsibilities may be carried out * P4 explain ways in which methods of development and training in a selected organisation may be enhanced. * M1 explain the implications of change for the raising of skill levels, using examples from a selected business * M2 analyse ways in which best practice in professional development and training methods might be implemented in a selected organisation. * D1 evaluate the extent to which professional development and training within a selected organisation can support business aims and objectives, with specific reference to IIP. BACKGROUND TO UNIT This unit offers an insight into professional development and training within the context of a changing business environment. ...read more.

Middle

Each department must keep an eye out for competition and market trends and changes to customer tastes and use the feedback gained the media, customers, complaints as a means to assess current business performance and devise strategies to improve standards and services across each section, internally and externally. Each department must be IT networked for all administration and internet business operations to take place in a smooth, efficient and customer focused environment. How can this be done with training? Staff and managers will be introduced to the core values of the business and they would need to take ownership of it by letting them to be as creative and innovative as possible in getting them to come up with new, better and improved ways to add value and be more efficient in operating, responding to customer needs and to creating a positive working partnership between staff members, customers and suppliers. Staff and managers will be given training on an on-going basis with additional specialised courses such as in communication skills, customer relations management, stress management, quality management, performance management. Staff and managers will have weekly feedback and update sessions within each department, where staff have an opportunity to contribute in identifying key issues, setting targets, reviewing performance and to celebrate success as a team. ...read more.

Conclusion

Employees will also need to have access to up to date information in order for them to make decisions or respond effectively to customers needs. Therefore, staff need to be able to put the customer first by continually trying to improve services and maintain high standards, which requires employees to be flexible, professional, approachable and proactive. Company Growth and Expansion: the easyGroup cannot be complacent or take it for granted the extent of rapid growth and success the business has achieved. The business relies strongly on its people (staff, managers, customers) to provide the imputes to continue setting industry standards in different business areas, beating the competition on value, price, service and quality. And employees' skills levels will need to be reviewed periodically to identify the gaps in knowledge, skills, and competencies that need to be acquired through training, developing a mixed-talent of teams to complete projects, and to identify people within the organisation that possess a specific skill, comptetency or knowledge they are short in and be able to transfer them or develop them to train others in this area. Otherwise, the company will need to recruit and employ more staff to fill this gap. ...read more.

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