Training and development Training and development Training provides

Training and development

Training and development Training provides work related education which helps employees to acquire the knowledge and skills needed to carry out their jobs Development helps workers develop and broaden their capabilities to assist their career progress.

Training needs analysis (TNA) Training needs analysis is the assessment of the training requirements of individual employees or groups of workers that are needed to allow an organisation to perform effectively.

Induction training This is given to new recruits to prepare them for their roles. It helps workers to settle in and usually includes: Health and safety training A tour of the workplace and opportunity to meet fellow workers Information about the values and expectations of the organisation Discussion about employment issues Role specific training

On-the-job training This is carried out in the workplace and is related to an employee’s specific job role. The three main methods of on-the-job training are: Observation Coaching Mentoring

On-the-job training Advantages Disadvantages ØOften cheaper than off-the-job ØTraining is usually not provided training by professional trainers but by coØGood transfer of learning workers who: ØWorkers may feel more vmay be unskilled at providing comfortable training in familiar training surroundings with people they know vmay not be given enough time ØEmployees are still productive to carry out training effectively while training vmay pass on bad habits ØEmployers may have more control over the training

Off-the-job training is carried out away from the workplace. Types of off-the-job training include: Day release courses at college Evening classes Events at specialist training firms

Off-the-job training Advantages Disadvantages ØProfessional trainers and specialist training facilities are used ØNo distractions from the workplace ØProvides an opportunity for networking ØCan be very expensive in terms of fees, transport, materials, accommodation and time out of work ØTransfer of learning back to the workplace may not be high ØTraining may lack relevance to the trainee’s job

Benefits of T&D ü Increased revenues as productivity, quality, service and reputation improve ü Lower costs as the workforce is more efficient and there is less wastage ü Reduced labour turnover and absenteeism ü The workforce becomes more flexible and better able to deal with change ü Workers feel more valued and motivated ü Workers have better job prospects and job security

Costs of T&D o Financial costs for training providers, expenses, administration and time out of work o Disruption to production when training takes place o The possibility that other firms will ‘poach’ staff when they are well trained