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

Staff training is very important to all businesses, including IKEA because:

Extracts from this document...

Introduction

Training and Development Staff training can be defined as, 'a process of constructing an individual about how to carry out tasks directly related to his or her current job'. Development is concerned with growth and is not specifically job related. Staff training is very important to all businesses, including IKEA because: * it helps employees to increase efficiency in their current jobs * it helps the organisation to meet its targets for developing and keeping people with the right skills to meet future needs * it balances the needs of the organisation with those of the organisation Types of training methods There are number of types of training methods, e.g.: * Induction training * Mentoring * Coaching * Apprenticeships Induction training The purpose of induction training is to help a new employee settle down quickly into the job, by becoming familiar with the people, the surrounding, the job and the organisation. A typical induction programme may include: * Introduction and welcome to the organisation * Layout of the building * A summary of the policies of the organisation * Specific rules and procedures, including health and safety * Benefits and terns of employment * Job details * Induction to key staff * Facilities available ...read more.

Middle

six months) before returning to work * Sponsored courses in higher education * Self-study, computer-based training Off-the-job training can take place in both in-house training and external training. In-house training involves an organisation employing its own trainers and arranging its own staff development and training programmes in the business. External training involves sending employees on specialist one-day or residential courses outside the organisation. Advantages of off-the-job training include: * Use of specialist trainers and accommodation * Employees can focus on the training and not be distracted by work * Opportunity to mix with employee from other businesses Disadvantages of off-the-job training include: * Employee needs to be motivated to learn * May not be directly relevant to the employee's job * Costs- e.g. transport, examination fees, accommodation Skills training Training is designed to develop new skills for employees. These skills can either be transferable or job specific (non-transferable). 1) Transferable skills- Once these skills are learnt, they can be applied to many different situations. Examples of transferable skills include: key skills of Communication, Information Technology and Ability to Work with Others 2) Non-transferable skills- these are narrow skills which are only applied to a particular situation. ...read more.

Conclusion

If these parts work together effectively, IKEA will have quality staff; that will be willing to help the organisation to achieve its aims and objectives. The HR function of IKEA follows the Personnel Training and Development Policy. The Personnel Training and Development Policy states that the HR staff need to provide constant training and development to all employees. The policy also states, that employees should be given the opportunity to acquire and increase their knowledge and understanding of the IKEA Business Idea, business culture and core values. A copy of the Personnel Training and Development Policy is in the Appendix section. The HR function of IKEA also follows the Training Policy, when deciding to hire new staff both within and outside the business. The Training Policy is to offer training and development for all co-workers, to ensure they are completely trained to achieve maximum job performance and satisfaction. The Training Policy is displayed on the co-workers notice board, and is available in the HR Department. See Appendix, for further information about the company's Training Policy. ?? ?? ?? ?? Unit 4: Human Resources E4: Created by Baljinder Duhra - 66 - ...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. Staff Training and motivation - McDonalds case study

    Other data conflicts may be genuine incompatibilities associated with data collection, interpretation or communication. Most data conflicts will have "data solutions." Interest Conflicts Interest conflicts are caused by competition over perceived incompatible needs. Conflicts of interest result when one or more of the parties believe that in order to satisfy

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

    "It's one team, like a family", commented one recently. Express stores are usually found at petrol stations and are aimed at local customers who want a convenient place they can trust to 'top up' their shopping or replace home essentials.

  1. Employees are a business's most important assets; this is why they created the Human ...

    Taylor's scientific principles were designed to reduce the inefficiency of workers and managers. Taylor believed his principles would create a partnership between manager and worker, based on an understanding of how jobs should be done and how workers are motivated.

  2. The Responsibilities of the Human Resources Function within IKEA

    roles- specialists/professionals * Cost minimisation * Long-term; proactive and strategically integrated * Commitment * Self-control * Unitarist- individual and high trust * Organisational structure- organic * Job roles- integrated into line management * Maximum utilisation The main responsibilities covered by the HR function within IKEA The overall purpose of the

  1. Analysis of a Contract Specific Organisation

    We have corporate memberships and affiliations to many related bodies and institutions. We also retain a number of external advisers who are responsible for assimilating and disseminating changes to Safety Legislation and developing our processes to suit. These advisers attend external Health & Safety discussions, seminars and conferences.

  2. The Growing Power of Mentoring.

    But within developmental mentoring, while management of the process passes back and forth between mentor and mentee, ownership of the learning rests firmly with the mentee.

  1. Induction and training

    make them more relaxed and more motivated about their new work place. However it also helps staff to absorb the information and adjust the information faster on those areas they are being trained on, this is good news for the external customers because a happy workforce leads to team work

  2. Tutoring, Mentoring and Guidance

    I can encourage them by example, when taking the lead (apprenticeship) or allow them to get on with the job, if safe, and debrief later using a reflective approach. Initially, especially where confidence is low I take on the former role.

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