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Training and Development.

Extracts from this document...

Introduction

3.4 Training and Development 3.4a What is training? Training can be defined as: "The acquisition of a body of knowledge and skills which can be applied to a particular job".(Advanced Business: Fardon, Adcock, Birth. Cox, Matchan, O'Byrne and Prokopiw). Training may include all different forms of planned learning experiences and activities designated to enhance positive changes to performance and other behaviour. Learning can be defined as 'a relatively permanent change in behaviour that occurs as a result of practice or experience'. Training is a big issue for employers nowadays, due to high rates of high unemployment. If training wasn't carried out by employers this would lead to a skills shortage in the specific industry. More information about skills shortages can be found on PG........ B&Q believe that if they fail to invest in training new and existing employees they will become uncompetitive and rival companies will offer more lucrative training schedules to attract labour to work for them. Training can be broken down into a number of different elements: * Traditional Training: Training which aims to promote the learning of specific facts and content which enables improvements in job performance, such as technical skills training for a manual job. * Education: The act or process of acquiring skills, knowledge and understanding, usually in a school, college or university. * Vocational Education: Somewhere between educational and traditional training. The individual who carries out vocational training is given an insight into work related jobs for a specific area of work. An apprenticeship is a form of vocational education, the individual aims to learn a skill in a new trade of work. * Management Training: Activities designated to enhance managerial competence, individuals are given the training to learn how to take on more responsibilities and dealing with more difficult situations than what a sub-standard employee would deal with. * Organisational Development: Activities designed to change the way in which individuals operate within an organisation (e.g. ...read more.

Middle

3.4a.viii What is coaching and how is it used at B&Q? This is rather similar to mentoring but the key difference is that coaching involves helping the new employee acquire high quality skills in a number of specific areas. Such skills include communication with fellow staff, how to appraise staff and how to carry out disciplinary procedures. It is similar to coaching in a sporting sense where, for example, footballers are coached to improve particular aspects of their game. The employer must first arrange a time with the new employee when the coaching can take place. The coach and the individual being coached will need to identify development opportunities they can work on together - ways of tackling jobs, improving performance etc. B&Q don't carry out coaching, they feel that there are other ways of training that are more beneficial to employees to enhance their performance. Coaching does not only benefit the individual being coached; it also aids the coach's own personal development. It is particularly important in a coaching system that: * The coach wants to coach the individual and has the necessary skills to do so. * The person being coached wants to be coached and has the correct learning and listening skills. * Sufficient time is given to the coaching process. Managers should not use coaching solely as a means of criticising employees for their lack of progress or mistakes. It is imperative for coaching sessions to be positive and employees should be encouraged to discuss any current problems with their manager. During the coaching session managers and employees should work together to identify potential solutions to any problems. New employees should be encouraged to explain the reasoning behind any solutions that they propose to use and managers should offer advice on possible implementation of the solutions. The employee and manager should work together to formulate a plan of action for the employee's future development. ...read more.

Conclusion

B&Q's apprenticeship courses take up to 3 years to complete. Modern apprenticeships are available in many industries, and the DIY industry, which B&Q is in, is one of these. One of the strongest attractions of modern apprenticeships is the employment prospects they offer. A modern apprenticeship is a nationally recognised qualification while gaining work experience. Modern apprenticeships are usually on offer to 16 and 19 year olds, however, you may be considered up to the age of 23. The modern apprenticeship scheme is very flexible and can be structured to meet the specific needs of different employees. It is usual for the apprentice to work for a company and study at college alternatively. The apprentices benefit from the opportunity to earn while they learn and to combine both on-the-job and off-the-job training. Below is the framework for a modern apprenticeship that may be carried out at B&Q: * a National Vocational Qualification (NVQ); * Key Skills (the level will be dependent on the individual framework); * a Technical Certificate (a mandatory component of all AMA frameworks approved from September 2003 - the relevant SSC identifies the Technical Certificates for their MA frameworks); * and other mandatory or optional elements as specified by the particular occupation. * Business and Technical Education Council (BTEC) The 'Business and Technical Education Council' is a national government body which validates vocational courses, generally ordinary or Higher National Certificates or Diplomas and now NVQs and GNVQs. The Council supervises work-related qualifications for industry, business, finance and public administration. These are taken as modular courses over one to three years. The BTEC Higher Nationals have been devised in collaboration with interested parties, for example Sector Skills Councils, employers, professional bodies, to provide qualifications with national standards, clear progression routes, and recognised by further education, higher education, employers and industry. However, there are instances when these NQF qualifications do not meet specific training and learning needs, perhaps a local training demand. To allow for this the BTEC Customised framework enables qualifications to be designed from centre devised units or Edexcel units or a unique mix of both. ...read more.

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