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Identify and analyse the relationship between the business's training and development programme and its management of performance and explain how these two functions may be influenced by different motivational theories

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Introduction

Identify and analyse the relationship between the business's training and development programme and its management of performance and explain how these two functions may be influenced by different motivational theories HSBC puts a lot of emphasis on providing excellent training and development programmes. HSBC believe that it is this quality of training that has enabled them to become a successful organisation. The training programmes are usually carried out in a consistent and formal way. HSBC believe that this is a key way of motivating their employees. > Training and Development The main aim of training and development at HSBC is to develop and improve the employees within the company. Training Needs Analysis Evaluation Design Delivery The training cycle above shows that there are four different areas that need to be looked at (needs analysis, evaluation, delivery and design). These are the four most important factors that contribute to the success of the training programme. Using this cycle HSBC put a very specific training programme in place that all employees must follow while at the company. ...read more.

Middle

* Job Specific Training - here the needs are also recognised and planned using performance management. After employees complete the training efficiency, accuracy and quality are analysed through performance management. * Personal Development - needs are identified and planned through performance management. There are various types of training an employee can use to develop himself/herself. Each employee recognises his or her individual training needs through performance management. After doing the training they feel it has not been effective then other methods of training will be looked at. The initial step of the training programme needs to be analysed. Here performance management is essential because management need to recognise the needs and requirements of the employee. This is a further example of the link between performance management and training and development. The next step is design. This involves discussion on the type of training that will be applied to the employee. The third and fourth stages of the cycle are Delivery and Evaluation and bring the process to an end. It is essential that training and development and performance management link and I think if they did not HSBC would not be as successful as they are currently. ...read more.

Conclusion

This is one of the key factors that contribute to HSBC's success. If employees are happy and motivated staff turnover and absenteeism is likely to be low. The working environment also contributes to motivating employees at HSBC, as it is clean, modern and welcoming. HSBC have adopted the Human Relations model and Maslow's Hierarchy of Needs to aid them in motivating their employees. This is evident when looking at schemes such as CLICK and how they meet their objectives. F.W. Taylor's scientific approach also has links with the training and development and performance management at HSBC. This is in the way that employees are financially rewarded if they meet their objectives. By adopting this scientific approach and linking it with such theories as the Human Relations Model and the Hierarchy of Needs HSBC are very successful in motivating their employees. Also this is backed up by McGregor's and Hertzberg's theory. McGregor's Y side and X side theory are both adopted by HSBC. The X side is the bonuses and pay that is given and the Y is the comfortable working environment they provide. Hertzberg's theory is adopted in the way that HSBC offer rewards to hard working employees. Jamie Maunder C3 ...read more.

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