Training and development is another important department in human resources. It specialises on getting its employees to their full potential therefore making the business more efficient thus creating productivity hence making more money!

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Training and development

Training and development is another important department in human resources. It specialises on getting its employees to their full potential therefore making the business more efficient thus creating productivity hence making more money!

Why train?

By making the employee better at the job they were hired to do it gives them confidence, making them feel like they have mastered their job, which increases job satisfaction. Also, by making the employees 'better' then the advantages could be ==>

i) Fewer accidents>>>>> fewer accidents means cheaper insurance premiums and also less court cases for claims to personal injury of which there are many these days.

ii) Employees become more versatile and adaptable>>>>> this has its obvious benefits of employees becoming able to do more then what they were employed for, Which means there isn't as greater need to employ new people.

iii) Greater productivity and better quality>>>>> as it says, with training the overall quality of your employee's work will increase with more of it coming as well.

iv) Less need for close supervision>>>>> before, if a employee needed supervision then this would take up someone else's time and effort. After training this would become obsolete and unnecessary.

v) Less scrapped work>>>>> as the amount of mistakes would dramatically decrease, so would the amount of scrapped work.

vi) Higher job satisfaction>>>>> this will prove itself by the annual labour turnover dropping and also less absence from employees.

vii) Better attitudes>>>>> training can help develop right attitudes in employees and in certain jobs, attitude can be just as important as skills or knowledge.

Reasons for training

Even though most companies train as part of their routine with UFI being no exception, every so often an event my happen which will require extra training ==>

* A realisation that the business isn't performing well>>>>> if the businesses profits drop then training may be the only answer.

* An increase in the number of accidents>>>>> if this occurs, then the staff may need more health and safety training in addition to the training they've already had in this area.

* Technology and new equipment>>>>> if new technology is introduced into the business then training on how to use the instruments may need to be done.

* Promotion or other internal staffing changes>>>>> if an employee has been promoted or transferred from another department/area of the business, then he/she may not have the efficient knowledge to do his/her new job thus training is needed.

* A change in working methods>>>>> undoubtedly there is going to be a change in working methods every so often, if there wasn't, we'd still be practising the same business as we did in the 1980's.

A change in working methods also means a change in training methods as well, as you obviously cant train out of date techniques to a modern business.

The systematic approach to training

Obviously training needs to be carefully planned and supervised, or you will end up teaching things that are unnecessary to the employees job and thus wasting money. The following is the "dead basic" approach to training==>

* Firstly the job needs to be analysed and defined. This step may be linked with the job recruitment section of human resources e.g. using job descriptions, person specifications etc.

* The standards need to be set for minimal performance.

* The employees are then analysed to discover whether the employee needs training or not

* The amount of training needed by the employee is then assessed. This is known as the 'training gap' (see below for an explanation)

* The training programme is then devised. This should include, where, when and who.

* The quality of work after training is compared with performance before training to check if the training has sunk in and been understood.

* The amount the training cost the company is compared with the financial gain achieved by the training given to the employees to see if it was financially worth it.

* Evaluate if the complete training process went to plan and check for any flaws that could be corrected next time to save the company money.

The training gap

The training gap is the gap between the skills and knowledge you know, and the amount of skills and knowledge the company wants you to have.

This diagram should explain! ==>
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Training methods

There are many ways to train. These are usually divided into two sections; on the job training and off the job training. Each has its own advantages and disadvantages. Here are the main ten methods of training:

) Lectures and talks ==> these are a good way to train if you have, say, a room full of people to teach. But if someone dosnt understand then they are less likely to ask when they are in a group rather then individual one on ones.

2) Classroom instruction==> pretty much similar as lectures and ...

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