• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15

General Management Training at Meadowlea Daries

Extracts from this document...

Introduction

General Management Training at Meadowlea Dairies Prepared for Psychology at Work Assignment PAW4c By Jennie Miller FL98 08 May 2007 Word Count = 1565 Word Limit = 1500 General Management Training at Meadowlea Dairies Contents 1. Executive Summary 2. Introduction 3. Purpose of the training scheme 4. Effectiveness of the current training scheme 5. Criticisms of the process 6. Suggestions for Improvement/Plan of Action 6.1. Assess training needs 6.2. Establish training objectives 6.3. Develop and test training materials/methods 6.4. Implement 6.5. Evaluate 7. Conclusions 8. Bibliography 9. Appendix 1. Executive Summary This report will give an overview of the current training and induction given to general managers and an evaluation of its effectiveness. Appropriate revision of the process will be completed including the realisation of a plan of action for required improvements. 2. Introduction Meadowlea wishes to improve the training giving to the General Manager on their appointment to the position. This re-evaluation is occurring because: - * Trainees have complained of boredom during the training period * Trainees have indicated that the training received did not adequately prepare them for the job. Training currently consists of: - * Brief Induction * 6 weeks - Delivery Rounds * 2 months - Production Section * 2 months - purchasing/sales * 2 months - transport/distribution * 2 months - accountant * 1 month - engineer * shadowing a General Manager The whole training lasts for approximately a year. ...read more.

Middle

There are a number of steps in order to do this. Firstly the job itself must be examined and a specification of the skills and knowledge that is required by a general manager developed. The training needs of new starters should be assessed, objectives set for the training sessions and methods and materials of training developed. After this scheme has been implemented I will carry out another training analysis to measure its success. The general manager will most likely have been recruited from within the group. He will therefore have some knowledge of the business and the functions and departments within it. He must have the skills involved in managing a team of people and managing the operations within the factory. Plan of Action 6.1. Assess training needs The first training need is an induction. This must cover the following areas: - * Company Mission and Goals * Company Structure * Company Procedures and Policies (holidays, absence etc.) * Health and Safety This will be of particular importance to a General Manager recruited from outside of the company, however an overview is important to all General Managers as they must a full knowledge and understanding of the above in order to lead their dairy successfully. ...read more.

Conclusion

* A mentor (Another General Manager) will then be allocated who will be on hand to answer any queries and identify further training needs for the new general manager. The whole induction/training process has been reduced from one year to six months. 6.4. Implement The new induction week can be implemented as soon as one or a number of new employees join the company. The initial GM training scheme will be implemented for each manager that joins. 6.5. Evaluate * The success of the induction scheme can begin to be measured as soon as it takes place with employee questionnaires assessing Reaction criteria3. The success of the initial GM training scheme would be measured in an evaluative report like this one following the successful training of one or more general managers. As with this report the evaluation of the effectiveness of the training would take place based on reactive, learning, behavioural, and result criteria. 7. Conclusions In summary, the current training system for general manager is ineffective. A plan of action has been drawn up to change the induction and initial training process, and this will be implemented for new starters and its success measured and evaluated. This should help the organisation give their new managers the best start into their new role, working effectively for the company from the start of their employment. 8. ...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. This report is to investigate Coca Cola Company. On this coursework I will look ...

    To ensure they have it right, technicians periodically check production runs. In addition to consistent syrup and beverage quality, packaging must also pass rigorous standards. We not only work with the packaging suppliers to ensure quality in their production, but also employ their own testing methods.

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

    William Ouchi - Theory Z: Another theory which has emerged, and deals with the way in which workers are perceived by managers, as well as how managers are perceived by workers, is William Ouchi's "Theory Z". Often referred to as the "Japanese" management style, Theory Z offers the notion of

  1. Analysis of a Contract Specific Organisation

    or call off / ad valorem; and * establish appropriate progress and reporting procedures. We envisage providing wide-ranging and strategic advice as an experienced client advisor who can not only look ahead to the challenges of maintenance and construction, but also assist in analysis of options, business issues and structuring

  2. Induction and training

    which is why it is compulsory for hotel to train their staff up to a certain standard. Thus, although it may mean that it costs the hotel up to �2000 to go through recruitment for each employee they train it is still worth the money.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    It may even show a particular age group that is dominating certain positions within the company. A detailed analysis of the age structure of the workforce when linked to the skills audit can also be of considerable value when deciding upon the allocation of training opportunities.

  2. Observations on Management and Leadership

    Of all the things which a manager must not feign, it is knowledge. Of all the things which a manager must abstain, it is pride. Of all the things which a manager must disdain, it is unnecessary suffering. Of all the things which a manager must sustain, it is fairness.

  1. Managing Human Resources in Marks & Spencer.

    The job is advertised- The Human Resources manager needs to consider the following: o What details need to go in the advert o Where the advert should be placed 5. Candidates apply for the job - The advert will usually say what the candidate needs to send in as part of their application.

  2. This report sets out to first define what knowledge management is, Secondly show ...

    is not to manage knowledge by itself but to facilitate the implementation of the knowledge process. Such tools can: [5] * Facilitate the implementation of the knowledge process of generating, structuring; and sharing knowledge through the use of IT; [5] * They can be used to clarify assumptions; [5] *

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