• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Assess the role and purpose of training as a means of increasing the motivation and performance of staff along with an analysis of the relationship between the training and development programme and the management of performance.

Extracts from this document...

Introduction

Task E Assess the role and purpose of training as a means of increasing the motivation and performance of staff along with an analysis of the relationship between the training and development programme and the management of performance. Training includes all forms of planned learning experiences and activities designed to make positive changes to performance and other behaviour (including the acquisition of new knowledge, skills, beliefs, values and attitudes). Learning is generally defined as 'a relatively permanent change in behaviour that occurs as a result of practice or experience'. In very broad terms, training can be considered as the process of learning how to perform the tasks needed in order for the organisation to function. This covers a variety of instructional and learning processes, ranging from formal, classroom training programs to on-the-job training and self-directed learning. Training can be broken down into a number of elements: > Traditional training- training to promote learning of specific facts and content which enable improvements in job performance, such as technical skills training. > Education- the act or process of acquiring knowledge, skills and understanding, usually in a school, college or university. > Vocational education- somewhere between educational and traditional training (e.g. apprenticeship training). > Management training- activities designed to improve managerial competence. > Organisational development- activities designed to change the way in which individuals operate within an organisation (to help them to work better with the changing culture of the organisation, perhaps through teamwork developments). At Asda the benefits of training would be: > Effective training improves the competitiveness of Asda, as well as improving its productivity and service to customers. > Surveys show that training costs less in the long run than recruiting fully trained workers from outside Asda. ...read more.

Middle

Training may be concerned with matters such as: > The business's organisation and methods > Operating equipment > Handling accounts and other records > Dealing with customers and suppliers > Company products and services > Health and safety procedures > Training for the promotion to the next grade Obviously, even existing employees may need training about items such as these to enable them to adapt to change in the company. Training Incentives > Work based training for adults- aimed at adults employed for a period of time but no latest skills to deal with at the workplace > Modern apprenticeships- when a trainee goes to a company and gets trained. They also receive a salary and are guaranteed a job at the end. This is good for the company because they are funded by the government > New deal- a scheme which provides subsidies training and employment for unemployed 18-24 year olds. After assessment unemployed young people are given help to find a job. This may include offering employers a subsidy to take them on. If they don't succeed they will be given two options: 52 weeks of full-time education or gain work experience on schemes designed to benefit the local community and the environment > National Training Organisations- this covers training in specific industries. A council may be setup to monitor schools and colleges > Learning and skills council- the Department for Education and Employment (DFEE) is the government department directly responsible for training. It supervises the work of Learning and Skills Council. This looks for certain areas that need improving. TEC's (Training and Enterprise Council) then operates in these areas. ...read more.

Conclusion

To be done effectively, the training function should be well-planned. This means applying for appropriate instructional methods to identifying learning needs. Further, the transfer of skills learned during training back on to the job should not be assumed but rather managed and encouraged. The program should be evaluated and actions taken accordingly. Career management and self-directed learning can also be promoted. Employee performance appraisal is a natural and necessary part of Asda's life, and forms the cornerstone to many basic human resources management practices. In spite of its central role in the HR drama, the reviews of performance appraisal have been mixed, at best. In particular, problems in rater accuracy and consistency, negative impacts on employee commitment and motivation, poor administrative choices for system design and operation, and faulty rating scales all work to compromise the potential value that appraisal can provide. The large amount of research done at Asda in this area does point the way to how appraisal can be improved. Such practices as job analysis, aligning purpose with process, and more frequent feedback are all essential steps forward. In particular, rater training is yet another piece of the improvement puzzle. Training raters how to observe and evaluate behaviours reliably can be done by presenting descriptions of performance for common evaluation and discussion in a training setting. An emerging step in this same direction is self-assessment training. Here, employees learn how to rate themselves more accurately and adjust their experiences accordingly. Performance evaluations are not perfect processes that produce only positive outcomes. Because appraisals are so critical to many of the other HR functions, finding and instituting ways to make the process work as effectively as possible is a major concern of the human resources management function. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Gulf States Metals Inc. (GSM) is a large nickel refinery plant that has suffered ...

    I believe that this will be the most appropriate approach in the circumstances. International Metals Inc. (IMI) has given GSM two years to show a profit. On this basis, it is clear that drastic and rapid change is required. An organisational turnaround in terms of structure is required due to short period of time available.

  2. Job roles within Asda.

    So first they will go to the department managers and ask them what they would like in the store and then they have to go out on the streets and ask the customers a series of questions about what kind of product they would like, and also the market research team will have to assess the competitors products e.g.

  1. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Many of these audits are conducted as part of their participation in the Ethical Trading Initiative that brings together groups representing government, business, trade unions and human rights groups. Set out below are the Global Sourcing Principles Marks & Spencer expect all suppliers to meet, then use as a base to raise standards further as their business relationship develops.

  2. Case analysis of Barsetshire County Council (BCC)

    Also enriched jobs improve employee motivation and satisfaction and the company gets benefited from higher long-term productivity, reduced costs and happier employees (Dalton, 1998). An organization's structure is defined by how tasks are formally divided, grouped, and coordinated change agents can alter one or more of the key elements in an organization's design.

  1. Training and Development.

    3.4a.i What is development? Development approaches the individual and their motivation from a different angle compared to training. While training is typically concerned with enabling the individual to contribute to meeting the objectives of the business better, personal development is more concerned with enabling individuals to develop themselves in the way that best suits individual needs.

  2. What is the purpose of management theory? Explain how knowledge to understanding of management ...

    The conclusion was that there was no cause-and-effect relationship between working conditions and productivity. Worker attitude was found to be important. An extensive employee interviewing program of 21,000 interviews was conducted to determine employee attitudes toward the company and their jobs.

  1. Discuss the role of HRM in enhancing employee performance. Use examples from recruitment/selection, reward ...

    Outcomes are measured in terms of productivity, financial performance and quality of goods and services. This framework is governed by HR practices, covering all aspects of people management and development and this in turn provides a measure for how well the implemented practices are working.

  2. Business at Work - ASDA

    For example the owner of Asda will not loose their house or personal belongings etc as they would have limited liability. Asda is continuously having price rollback campaigns every month and providing its customers with the best service and goods.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work