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HRM Training and development.

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Introduction

Training and development This is the third main area of human resources, and is very important in the contribution to the development of the competitiveness of the business and the need for the business to invest resources in training and development programmes. With the contribution of training then that business is best placed to add value to products and thus gain a competitive advantage. Training This includes all forms of planned learning experiences and activities designed to change the performance and the behaviour of the employees working in the business. Types of training can be broken down into several different groups, these are: * Traditional training- this is training where the employee learns specific facts and content, which enables improvements in job performance, such as technical skills training. * Education- this is where the employee acquires knowledge, skills and understanding, usually in schools, colleges and university. * Vocational education- this is learning schemes between educational and training. * Management training- this is where training is directed to the managerial competence. * Organisational development- activities designed to change how individual employees work within an organisation, possibly through teamwork activities. Development This approaches the individuals from a different angle than training and considers the individuals motivation. With training it is concentrated on making sure the employee can contribute as well as possible to the objectives of the businesses personal development is more concerned in how to develop that individual in the best way that suits that person. In theory it is hoped that the two will be put together, to provide a workforce, which are well trained in what they want to do in the future. This means there has to be a balance between the employee and the manager of the business, so the employee can concentrate on their needs as well as their contribution to the business and the same with the manager, so both come together and provide a successful business. ...read more.

Middle

This is where performance management becomes involved. Performance management and training development work closely together. Performance management This is where a business has to manage the performance of its employees effectively to remain competitive, by developing systems and methods to do so. There are also several theories, which cover motivation and ideas in which businesses manage their employees. Below I will explain different methods businesses can use to manage the performance of their employees. The first method used is: Performance reviews including appraisals With this the business has to first set up mission statements that the employees can relate to. In the case of J.D Wetherspoon it could be, wanting to be the leading business in their market or offering the best service. From this it means that all the employees are heading in the same direction for the business and all knows exactly what the business wants out of them. Also from these objectives for each level of the business and also individual objectives. Then from these objectives the business can trace how effective the business is making the objectives and also how effective each individual is making their objective. With these objectives it also provides the employees with a goal, and something to aim for. This will improve the motivation and therefore their quality and speed of their work. This is a very important part of what a business has to do to its employees. If employees are not motivated and find working hard, hard work and boring, then the employees will produce a low standard of work and will directly effect the businesses image. This is why J.D Wetherspoons has to set goals for each employee within the business. These objectives are not set by the top managers but by the individual supervisors. These supervisors would call a meeting to talk to the people about how they are getting on and contributing to the business. ...read more.

Conclusion

This means that managers have to be sure they are employing staff that has the correct attitude and behaviour for the job. If they get this wrong in the recruitment and selection part of human resources, then it could lead to a lot of time and money being wasted through someone who doesn't have what it takes to do the job effectively for the business. If they employee someone with the correct attitude then this new person will come into the business with an added interest and this will motivate existing employees. Employee protection With performance some employees will try to work extra to meet these targets and try to produce the best work possible, but with this there comes constraints. The working time regulation 1998 provides protection for employees with regards to the number of hours worked on average per week. This should not exceed 48 hours averaged over a period of 17 weeks. Employees can agree to be excluded from the maximum working week requirements on a voluntary basis. Also employees have a rest period of 11 hours over a 24-hour period and a weekly rest period of no less than 24 hours over a weekly seven-day period. Maternity leave is something that has been recognised for a number of years now, and recently paternity leave has been added to it. Both parents now have the same equal right to 13 weeks paternal leave to care for each new born or adopted child they may have. This is only available to those that have given a year of service to their employers, yet it can be taken at any time before the child starts school. Minimum wage is something that was introduced to the UK in 1998, many say it has increased costs for many businesses leading them to financial difficulties. Yet it was created to guarantee that employees wouldn't be cut short for the work that they have done. The minimum wage for those between 18 and 21 is �3.80 and for those 22 or older it is �4.50. ...read more.

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