Identifying Training Needs

Business activities:

easyJet.com

easyInternetcafé

easyCar.com

easyValue.com

easyMoney.com

easyCinema.com

easyBus.co.uk

easyHotel.com

easy4men.com

easyJobs.com

easyPizza.com

easyMusic.com

easyCruise.com

easyMobile.com

easyWatch.com

easyVan.com

easyOffice.co.uk

Every easy branded business is online.  And most receive their sales activity through this channel.

Business aims and objectives:

The easyGroup strategy
The easyGroup will build on their core brand values:

1. great value
2. taking on the big boys
3. for the many not the few
4. relentless innovation
5. keep it simple
6. entrepreneurial
7. making a difference in people’s lives
8. honest, open, caring and fun

The easyGroup will protect their brand from internal and external threats and manage appropriately the business and other risks inherent in venturing. The easyGroup will develop their people and ensure their reward is aligned to realised shareholder returns.

The easyGroup mission statement
The easyGroup mission is to manage and extend Europe’s leading value brand to more products and services, whilst creating real wealth for all stakeholders.

The easyGroup vision
easyGroup will develop Europe’s leading value brand into a global force. We will paint the world orange!

Business location, size, and how many people employed:

The Rotunda

42/43 Gloucester Crescent

London NW1 7DL

The easyGroup have 17 separate business trading names which operate separately yet they all adhere to the common values, themes, visual identity, and brand presented  amongst all the easy businesses.  The easyGroup have a central website which unifies the company vision and brand  

Due to the easyGroup expanding range of business operations, franchises and partnerships across the European cotenant, including the UK, it would be not possible to give a total figure of people employed.  However, each business would have a managing director, or CEO who formally reports to the core easyGroup management on a periodic basis the progress of their business and discuss future developments, plans, opportunities, threats or marketing campaigns.  

Procedure:

The training needs of key departments and the key staff members within these departments with regard to helping the organisation achieve its objectives:

The easyGroup Key Departments:

Executive Management

     Marketing                    Sales                   Operations                HR and Recruitment           IT

The easyGroup Key Staff Members:

         Commercial Managers                 CEOs                          Department Managers        

               Administrators                      Designers                Customer Services

Training Needs required to help easyGroup achieve its objectives:

The easyGroup will build on their core brand values by ensuring training centres on meeting the business objectives:

Each department must look for ways to cut costs, reduce reliance on paper, improve the working environment by making systems and procedures clear, purposeful and simplified.  

Each department must put the customer first by listening to the customer, taking care of their needs and communicating to them in clear language, working hard to build long term relationships with clients and introducing them to other Easy brands through the effective use of marketing.

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.  

Staff and managers will need to be regularly trained on new technology, new products and how it will be marketed, and new services that can be purchased on the website.  Staff and managers daily activities will be reviewed to maximise staff time during their work time.  Training will need to provided for staff and managers to enable them to work ‘remotely’ from home or away from their office, by ensuring work activities can be carried out using technology and effective use of new tech communication channels (web, email, tele-conferencing).

Findings:

P1 describe key implications of change for human resource development in a selected business (part)

• Identify the key areas of change that are affecting your organisation and/or industry sector, consider:

• internal change i.e. new management, products, markets,

- new business partners joining the company, existing partners leaving the company

- new staff joining the company, old staff leaving the company

- cut in budget allocation, increase in budget allocation

- new business location, change of business location

- new destination, product or website service

• external change i.e. political (legal), economical, social, technological, environmental factors

• new business merger
• business expansion to new location
• business transfer to another location
• stiff competition from other competitors in the same market
• business floated on the stock exchange
• new legislation, government regulation
• EU law and regulation
• Global political conflict/instability
• Global market/financial trends
• Environmental law and regulation
• Immigration and Employment law and regulation

• Identify the skills and training needed by staff to manage this change at management and employee level

Management and Employee Level Training Needed:

• Company brand values, aims and objectives: to make sure managers and employees know, believe in, implement, transfer and adopt a consistent, professional and unified form of doing business, representing the business values from start – to finish.  

• Company strategic planning and marketing campaign deployment: to make sure managers and employees are planning together, communicating the company plans and consulting with all staff on how best to put into action the company strategic objectives.

• Company financial planning and management: to make sure managers  and employees understand the factors that have improved sales, created better value to the consumer and to be able to see how it links in to building a solid foundation to grow the business.

Conclusion

P1 describe key implications of change for human resource development in a selected business (part)

M1 explain the implications of change for the raising of skill levels, using examples from a selected business

• Identify how training and development can help staff to effectively manage change

Training and development are important functions to an increasingly expanding business like the easyGroup since staff and managers need to be constantly in-tune with the latest additions to services, products and be informed on how this impacts on business, sales, and growth.

Training and development are necessary components to the success and stability of the easyGroup brand because without investing on the developing the potential of people within the business, such as its staff, managers and executive, then innovation, creativity and the entrepreneurial capacity of key people will be undermined.  

This would contradict the ethos and values of the business, thus it will need to follow-through with its promises by continually training and developing its people for it to be able to deliver and gain the trust and commitment from its employees, managers, customers and shareholders.

• Discuss the implications to the organisation if they do not develop employees’ skills levels to effectively manage and cope with change. Provide examples to support your comments.

      It is vital that the easyGroup develop employees’ skills levels to effectively manage and cope with change because the world of business, technology is making change take place faster and it affects everything, such as:

Customer Loyalty and Expectations: customers choose easyGroup because they know their services and products are available online 24/7, purchases can be made at any time online and their prices are competitive.   Customers want to also have a good quality of service, which means staff need to be ready to handle any query from customers, be able to communicate clearly, have the good knowledge of the products.  

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.    

Bibliography

• The list of your sources of information (Harvard Referencing)

Appendices:

• To include more extensive information

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