Training of StaffAll Comet Sales Staff undergo a full induction programme to build the worker's confidence and increase company knowledge. Comet also has Product Knowledge Road Shows for its staff
Pre Sales Preparations Recruiting Staff Comet recruits and trains the right people. They do not look for people with high intelligence and have a lot of qualifications but look for people who have good interpersonal skills and are capable to sell a product. They also usually look fro people who have the skills needed for selling products. Training of Staff All Comet Sales Staff undergo a full induction programme to build the worker's confidence and increase company knowledge. Comet also has Product Knowledge Road Shows for its staff. Comet Sales Advisers are given in store product knowledge guides. Comet works closely with product suppliers. The product suppliers pay regular visits to ensure that the Sales Advisers' knowledge is right and up to date. All Comet staff learns about Health and Safety in their induction training. They are taught how to react when an accident occurs in the shop. If comet staff reacted in appropriate way when an accident occurred this would impress customers as well as maybe save someone's life. Staff's Appearance Comet makes sure that all staff has a uniform. The uniform looks professional giving a good impression to the customers. It makes the customers assume that they are professional and know what they are doing. Their uniform is orange and black, so they can be identified with Comet. All comet staff has to wear this uniform.
Assess the role and purpose of training as a means of increasing the motivation and performance of staff along with an analysis of the relationship between the training and development programme and the management of performance.
Task E Assess the role and purpose of training as a means of increasing the motivation and performance of staff along with an analysis of the relationship between the training and development programme and the management of performance. Training includes all forms of planned learning experiences and activities designed to make positive changes to performance and other behaviour (including the acquisition of new knowledge, skills, beliefs, values and attitudes). Learning is generally defined as 'a relatively permanent change in behaviour that occurs as a result of practice or experience'. In very broad terms, training can be considered as the process of learning how to perform the tasks needed in order for the organisation to function. This covers a variety of instructional and learning processes, ranging from formal, classroom training programs to on-the-job training and self-directed learning. Training can be broken down into a number of elements: > Traditional training- training to promote learning of specific facts and content which enable improvements in job performance, such as technical skills training. > Education- the act or process of acquiring knowledge, skills and understanding, usually in a school, college or university. > Vocational education- somewhere between educational and traditional training (e.g. apprenticeship training). > Management training-
Mcdonalds Training
McDonalds Training and Development Training and recruitment is one of the most important actions that must be performed by a business because they would always need employees and they must train them so that they should know what has to be done at work. If the employee recruited is not trained to use particular equipment it might result in minor or severe injuries or there might not be any work done at all. In McDonalds there are several training. Some of the main reasons why training is given to the employees is to ensure that they follow the health and safety rules, the work is efficient and fast and that the employees can carry out the tasks confidently. One of the purpose for training such as burger training would be that the employee learns how to make the burgers clean because if the employee doesn't wash his hands and touches those burgers then this might spread infection and the customer might sue the company. There are different types of training given to the employees at McDonalds. * Induction Training * On-Job Training * Off-Job Training * Job Rotation All these trainings take place at the workplace. Induction training is given when an employee starts to work at the workplace, this would include a tour of the work place so that the employee knows what is kept where. He/she would also be given training on how to use the equipments he has to work with.
Induction and training
Induction and training Induction and training Inductions for staff are a huge concern for many organisations because it provides them with information about their duties and responsibilities. However it is procedure an employee experiences when beginning a new job. It also assures them how important and effective customer service is in the travel and tourism industry, however it also enables them to adapt into the organisation quicker as it will help them gain knowledge and be more familiar with the facilities at the organisation. Induction and training also discusses all the procedures which the staff need to know which about and what is compulsory in a work environment. Thus induction procedures are carried out in many different ways; this varies from company to company. However there are certain items which need to be discussed by law for instance health and safety, first aid and which way the fire exits are. Some company also have the disciplinary procedures which is also a very compulsory factor for many organisations. Booklets and leaflets are also given out at inductions including all the reasonable precautions however this is also carried out verbally as well as just being written down. On the other hand many organisations like their staff to be fully familiar with the history of the organisation and other major information about the company and again this varies
Training in recession?
Running Head: Training in recession? Training in recession? [Name of the student] [Name of the institute] Training in recession? Introduction As associations reassess their staffing grades, numerous workers are being inquired to manage more with less. Aside from decreasing headcount, numerous associations are cutting back on employee-related costs, even if they can supply long-run benefits. Examples encompass submission training and journey to client assemblies in which employees can mesh and exchange best practices. This item talks about the expanded significance, advantages, and dangers associated to employee training in a recession with esteem to enterprise systems. Economic consequences of recession on organisations and their teaching budgets The review discovered that, in general, the economic urgent position had adversely influenced the organisations in which the respondents were employed. Overall, 46% of the review respondents considered that the economic place of their administration had worsened in the preceding 12 months. Furthermore, the economic recession had directed to slashes in the allowances assigned for workplace training inside businesses and organisations. Some 32% of respondents described that capital accessible for discovering and development in their organisations had declined inside the preceding 12 months. In the personal and public parts,
Training and development.
.4 Training and development: An important part of manpower planing is the continual review, identification and update of training and development programmes. The reason for this was the recognition by investors that a key route to competitiveness is through information and communications technology. In a knowledge economy training and development is considered much more valuable than before. Companies that train and develop its employees are well placed to add value to products and therefore gain competitive advantage. This is true for the individual business is also true for national economies, and this is one the major reasons why the government have placed so much importance on education, training and development, especially on information and communication technology. Boots Each year Boots spends millions of pounds on the training and development of its staff. Not only is that an investment in the businesses but this also means that Boots staff gets to enjoy their job more. Staff development is a key part of the company's success. With out committed, motivated and fully trained staff, Boots could not have become as successful as it is today. Boots Group policy provides: * All necessary training for new transferred or promoted employees. * Training in health and safety and in legal and social responsibilities at work. * Individual training to
Training Interview
Training assignment Overview of the organisation I'm looking at North Middlesex Hospital. The North Middlesex University Hospital NHS Trust operates a busy acute general hospital serving the communities of the London Boroughs of Enfield and Haringey, and surrounding areas. It is located in Edmonton, on the south side of the North Circular Road and on the Enfield/Haringey border. It serves a diverse and, in places, highly dependent population of approximately a quarter of a million people. Their nurses are categorised into different bands to know what skills and qualities each person has. They are quite a big organisation with a lot of staff. They have more than 500 staff working there. The interviewee has worked there for 6 years now as a nurse, and is in Band 6. She works in the operating theatres department, where they do all the major operations. The interviewee is a nurse and plays a major part in the operations. Identifying training needs Identifying training needs of an individual or a group of people is very important for an institution like North Middlesex Hospital. The nurses there, depending on the 'band' they are classified in are required to have specific skills in order to start work. They can be identified by the organisation conducting a performance management process. This way, the personal skills development or training requires is linked with the
The relationship between Top-Shop's business training and development programme and its management of performance is very strong. This is because the performance managements overseas the performance of trainee's in the training
Task 5 - performance management and training development . The relationship between Top-Shop's business training and development programme and its management of performance is very strong. This is because the performance managements overseas the performance of trainee's in the training and development programmes. Training and development programme is a programme, which is set up by the business to improve the skills of the employees and hence improve their efficiency of work. Certain examples are apprenticeships, mentoring and so forth. Performance management is when the company of Top-Shop overseas the performance of trainee's in their training programmes, an example of this could be peer evaluations. As you can see they are very closely linked because performance reviews oversea the training and development programme. Because in order for the training to begin the company will have to check the performance of employees and this could be done by peer evaluation. Therefore the manager who is charge of doing this performance management will have a chat to the employee, to see how well he or she is doing by asking him or her questions and so on. This will be taken into account and compare their working stats against their expected results. Therefore if their results are lower then expected it would give Top-Shop the first sign that the employee might need some training,
The stages involved in recruiting new staff.
Vacancy When looking for a potential applicant needed for a job a workplace these are the step taken. In order starting with the first thing that would be done and the last thing done. . Recognise the need for a vacancy to be filled 2. Draw up a "Job Description" 3. Draw up a "Personal Specification" 4. Advertise the Vacancy 5. Accepting Applications 6. Short listing 7. Interviewing 8. Choosing best candidate 9. Carrying out Induction. Recognise the need for a vacancy to be filled The reason behind a vacancy needs to be filled might be due to one of the following reasons. . Someone has retired. 2. Someone has been fired or voluntarily left the job. 3. Someone is on maternity leave which is twelve months and paternity leave which is two weeks only. 4. The company/business/firm is expanding 5. There is a need for people with different skills such as web designers. 6. Someone has been promoted therefore another person will be needed to fill the vacancy. 7. Start-up of the business is another usual reason behind needing new people for the job. 8. Finally if someone is ill and need another person for cover. Job Description A job analysis can be used to create a job description. The job description will describe how a particular employee is to fit into the organisation. A job description could be used as a job indictor for applicants. Alternatively it could
VII) TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT Many UK based companies think that it is easier to hire worker that are already skilled instead of paying for the cost of training un-skilled workers. They also do not understand the link between training employees and the increase in profits. What is training? Training is planned learning experiences and activities that are designed to make positive changes to the performance of an organisation. Training can be defined in a number of elements. These include: * Traditional training * Education * Vocational education * Management training * Organisational development What is development? Developing is enabling individuals to develop themselves in a way that is best suited to them. If the organisation helps individuals develop themselves then they will be more inclined and will be able to help the organisation meet its objectives. The benefits of training There are a lot of benefits from training: Effective training will improve service to customers, productivity, and the competitiveness of the organisation. Right attitudes are created in employees with training, and attitudes are as important as skills and knowledge. In the long run training costs less than employing fully skilled workers, form outside the company. Also employees that are trained within the organisation tend to stay on much longer than recruited fully