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Why is it essential to build training into overall organisation and HRM strategy

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Introduction

Nottingham Trent University BSc Business and Information Communication Technology Module: Managing Learning & Developing Module Code: SBUS 13002 Victoria Yau - N0068250 Why is it essential to build training into overall organisation and HRM strategy? What evidence should one look for to see if organisations are doing this? Introduction An organisation consists of two structures; tall structure and a flat structure. With a tall organisational structure there consists of four levels with the manager at the top of the structure and the employees at the bottom. There are more layers so the communication between the managers and employees is low and therefore this tall structure is less efficient. There are clearly defined responsibilities and roles in the tall structure. With the flat organisational structure here consists of three levels which make this structure more efficient as there is more communication as there are fewer layers within the organisation. In recent years the emphasis has changed to flatter organisations; this is called 'delayering' which means the layers within an organisation is removed. The delayering in an organisation increases communication so employees have a better role within an organisation. Organisations work in a politically stable environment in the United Kingdom. There are equal rights issues within organisations; when employing someone organisations have to be aware of equal rights. ...read more.

Middle

Honey & Mumford's preference are listed below: > Activist - These people likes to get involved in new experiences and thrives on challenges. More of an active learner prefers interactivity than theory. > Reflector - These people like to stand back and observe. Prefers to take in data and information before drawing to a conclusion. > Theorist - These people like to fit observations and facts into logical theories. Tends to be analytical, methodical and logical. > Pragmatist - These people like to try out new ideas to see if they work. Prefers to get straight on with things and is a good practical decision maker. Kolb suggested the following five characteristics of effective learning environments: > Two-way communication between student and teacher > It is experience base such as dealing with problems, learning from others > Personal application of new skill, knowledge and attitudes > The learning environment is relevant to everyone, meeting their needs > It integrates learning and living: the learning process has two goals These characteristics helps to learn the specifics of the subject matter and learning about one's strengths and weaknesses as a learner for instance learning how to learn from experience so learning becomes a part of everyday life. These learning methods are all relevant to training in an organisation as training is just another way of learning. ...read more.

Conclusion

Outdoor to training programmes can offer from teambuilding to an appalling occasion for the executives. The second last stage in the training strategy is the appraisal and evaluation of the training. Training evaluation is carried out for many purposes such as to progress the quality of the training in terms of deliverance, trainer, methods, length of training and objectives and to measure the effectiveness of the overall programme, training methods and instructor. Also to justify the programme so that the benefits outweigh the costs and to validate the role of training for budget purposes. Evaluation techniques for different learning levels include the following tests, essays, questionnaires, structured exercises, cost-benefit analysis, feedback, interviews and tutor reports. The UK government thinks it important to train because the UK population is aging and there is a great need being driven by the UK government policy to start to re-skill and develop and expand the new skills base within the UK to meet the needs of the ever-changing global market and economy. Appendix SWOT + PEST Analysis Below is a SWOT & PEST analysis, the example of an organisation used is Tesco's Strengths - Tesco's selling diversity is strength, not just food but pots, pans, clothes Weaknesses - The perception of the older generation of people as Tesco's used to be only opened in poor areas, their image isn't as high-quality as Sainsbury's Opportunities - A good opportunity would be to compete in the global market e.g. ...read more.

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