• 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

How training contributes to the achievement of business objectives

Extracts from this document...

Introduction

Foundation Degree in Accounting & Finance Subject: Human Resource Management Tutor: Chris Stafford Title: Motorpro Submission Date: W/C 14/03/2005 Name: Daisy So Contents How training contributes to the achievement of business objectives 3 Programmes involved in training and development 4 For the job 4 For the individual 5 Training Methods 6 On-the-job training 6 Off-the-job training 6 Evaluation and monitoring of training 7 Possible training/personal development plan for employee 8 On-the-job training 8 Off-the-job training 8 Reference 10 Bibliography 11 How training contributes to the achievement of business objectives In order for the organisation to benefit from successful training, there must be a planned and systematic approach to effect management of training. R Harrison (1989:48) defined systematic approach as "...in order to determine as precisely as possible what are the minimum resources the organisation should invest for the development of its workforce, an accurate assessment should be made of known and agreed training needs at all levels. A training plan can then be formulated which can guide the organisation in its investment of resources, in the operation of training and development, and in their evaluation." A plan for training and development can guide top management to make the following decisions: * Decision about the investment of resources through time. * Decision about the agreed corporate goals and strategy for employee development. * Decision about the key roles necessary to ensure effective implementation of strategy. ...read more.

Middle

* Appraisal - Appraisal system needs to be in place. It measures a variety of things, such as personality, behaviour, performance or achievement of goals. It can be used to improve current performance, provide feedback, increase motivation, identify training needs, identify potential, let individuals know what is expected of them, focus on career development, award salary increases and solve job problems. I Beardwell et al (2004) suggested that a good appraisal can reveal much about the strengths and weaknesses of individuals in terms of their performance. Appraisal indicates areas where training and development programmes could improve performance which is vital to both the individual and the organisation. D Torrington et al (2002) cited that an effective appraisal system should have clear performance criteria/rating instrument; good working relationships with the supervisor and the appraiser should have sufficient information on the manager's actual performance. Appraisal should not, in any circumstances, give a negative feedback from the appraiser. If objectives are not achieved, the appraiser should look for the roof of the problem rather than placing blame on the appraisee. * 360 degree feedback - The concept of 360 degree feedback is to collect feedback and information from different groups within a work situation, groups includes colleagues, subordinates, supervisors and customers. L Mullin (2002) cited that the idea is to provide a broader appraisal covering good working relationship, teamwork, leadership, decision-making and quality of service provided. ...read more.

Conclusion

On-the-job training Coaching is the most common method of training. Since the administrative department deals with all the paperwork involved with the running of the company, it will be a good idea for the employee to understand more about how each department operates. The employee can be coached by senior staff in each department, this will give the trainee an opportunity to learn different skills and this can make the job more interesting. The supervisor can also provide coaching to the trainee for some management skills, the supervisor (trainer) can also dedicates special assignment for the trainee and keep the process monitor at all time. This will not only create a sense of motivation, but it also benefit the organisation in future when there are management roles available. Off-the-job training From the job description, we can see the current job holder use a great deal of the computer systems. There are many courses run by local college or software companies which provide training on the computer programmes, such as RSA Computer Literacy and Information Technology, which will help users to gain more knowledge regards word processing. Companies such as Learn Direct and ICS also have many courses available in different levels/subjects, these courses can be home study or by instructor at the organisation. Training plan for the employee is on the next page and it is planned for the next twelve months for both on-the-job and off-the-job training. ...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. Marked by a teacher

    Tesco's organisational structure

    4 star(s)

    > In productions they produce goods. This department help to improve quality in both in goods and services. > In marketing and sales they use to sell product and do market research for their company and they use advert the product but also have connection with other functional areas.

  2. This report is to investigate Coca Cola Company. On this coursework I will look ...

    Market Share of 2000 Coca-Cola Classic 20.3% Pepsi 13.9% Diet Coke 8.6% Mountain Dew 7.1% Sprite 6.5% Dr. Pepper 6.2% Diet Pepsi 4.9% Seven-Up 2.0% Minute Maid Orange 1.5% Others 29% Total 100% * Questionnaires - questionnaires can be used to ask people their views on Coca Cola and their products.

  1. Managing Human Resources in Marks & Spencer.

    The problems with these criticisms are that they do not solve the problems, only identify them. No matter what other means of selection there may be, the interview is crucial. If it is thought to be unreliable, it should not be discarded.

  2. Staff Training and motivation - McDonalds case study

    entire operation of a single McDonald's restaurant, including: � Developing and training Assistant Managers. � Measuring external customer satisfaction and executing plans to increase brand loyalty. � Implementing and conducting in-restaurant new products and procedures. � Ensuring execution of all security, food safety and maintenance of the restaurant.

  1. Analysis of a Contract Specific Organisation

    and processes * Quality of resources, training, motivation, career development * Innovation / investment in processes, IT / New technology * Health & Safety * Financial capability / financial standing * Loss of service continuity due to employee churn * Technical capability, available matrix / infrastructure * Supply Chain Capability

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

    All of the above is also very important to for Marks & Spencer as they increase customer satisfaction so therefore increase their sales. Providing Information Marks & Spencer offer customers a lot of information. Customers are able to phone Marks & Spencer and listen to the opening hours.

  1. The stages involved in recruiting new staff.

    to create a presentation it will let the employer find out how well he works in a team. The candidate could either be too powerful, too laid back or about right working and can corporate some good point to the team and can take lead when there is need to.

  2. Designing a training programme for supervisor skills at Primark.

    Failure is ordering any stock means that that Primark wouldn?t have any stock to sell and the customers would go else where. 1 day off job training completing the Impact Factory Customer service course Training by Impact Factory in London.

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