Managing and Developing People (Developing People) Essay Example for Free

Managing and Developing People (Developing People) Essay Introduction In this assignment I will be interviewing a member asking for their past experience for undergoing a training programme. I will be researching closely upon aspects * The need for the individual to be on the training programme? * Training method used? * What the cost was? * Any obstacles which made it difficult? These aspects would make the findings for knowing why the member took the training programme and if they gained any skills or knowledge when on the programme. Alongside with what troubles arose when carrying out the training. Interviewee Description The member which I will be interviewing is a 26 year old female called Miss Georgina McDonald who is smart and civilised. She is hard working and likes to socialise with peers and friends. She is able meet deadlines and able to work under pressure when a great load of work is put upon her. The work which Miss Georgina McDonald would train for would be to use the cash machine at Asda. Miss Georgina has had previous skill from her last job where she had to cash up all the finances of her fathers business on a daily basis. She has good numeric qualifications in which will benefit her for any job. Job Role In Miss Georginas previous job she had to cash up all the money which was done in her fathers business and had to input the tight figures so that it couldnt affect the accounts for the business. Her father had made her do the financing as she had the qualifications for maths and was able to count up properly. In Asda the job role which she would want to do is being at the cashing machine as this is one of the good things she is capable of doing. Identifying Reason for being on Training Programme The environment in which everyone does business in is changing constantly, the knowledge and skill needed for the job will also change. The individual to be on the training programme is so she can improve her skill on how to work on the cash machine. Training for using the cash machine is very essential as proper calculations are compulsory. Asda wants to make sure that who ever work in the cashier section is well trained and have no problems being able to carry out tasks on how to manage the cashier. This is taken as one of the important parts in a business as finances can not go wrong. Asda pushes on getting the individual well trained to be able to manage any troubles caused by being able to find out where she has gone wrong. All this matters in training and what they should be taught, what they need to collect how much, they need to give and if they go wrong somewhere how they can cover it. Miss Georgina was given the training as she did not have any cashier skills which would guide her alongside with the job. She had to be given a good level of training so that she could manage a till properly. Miss Georgina had been given the training because she knew without any previous skill or knowledge she would not be able to run a till. There were appraisals with Miss Georgina which helped her with the running and to tell her of any mistakes she was making and setting out objectives for the next appraisal. Description of Training Method For the individual to be on a training programme is so they can handle the work place more efficiently and work with what ever they have been given with best of ability. Usually young people who have left or still studying go on training programmes as it gives them the knowledge and motivation in life. Training methods come useful in the future as it shows what the individual has achieved and what they can offer to the business. Training comes in different form for e.g. * Induction An induction usually is the best way for people getting involved into activities in a new environment. This helps them to know the new place and be familiar with the others. This helps peoples confidence and be able to communicate with members. In Asda it is essential to give a new comer an Induction this is so that they would get familiar with any health and safety aspects and know where any fire exits are located. In many cases induction days are taken so that individuals can get to know the workforce which they in. This helps build confidence and gain a good communication. * Job Shadowing This training method is known as an activity which many organisation make employees do when doing a task. This activity can make an individual carry out a task and make them improve on in by someone senior watching or they could do the task by their own skill and be told what they could do better from improving the method. Asda would not use a job shadow to know what the member is capable of doing and how they would increase the skill by telling them what to do. * Mentoring This method helps individuals to carry out an activity with a senior teaching it. It helps individuals know where they are going wrong and how they can improve it. This helps the individual do the job from its existing skill and if they do it different then expected it would be corrected. Mentoring is a good way of identifying the individuals capability of doing a task and how they can do it. If a senior is to show them how to use a cash machine they would get to know what the functions are for. This method will be appropriate for Asda to do on the individual. * On the Job Training Many businesses usually use the method of training the individual at the work place. This is so that they can work with the resources the have there and also start off with using equipment they have to offer. The trainee is ready to undergo any task at the workplace immediately. When working on the job it is also an advantage to get feedback straight away rather then carrying out a task then being told later on. When the mentoring is done it is possible for the member to get on the job training so that they can work on the equipment at the work place. It is more of a benefit to get training in the real life rather then going somewhere and spending time there. If the member is able to carry the task and get training at the same time this would be less time consuming and not costly at all. * Off the Job Many businesses tend to send there trainees off to another place to learn how to carry out tasks. Resources are used which they offer there and they use them to carry the task. Off the job training also consists of sending an individual off to do a course which they learn at a college or university. Off the job training is worth doing at Asda as this could make the individual gain more experience and skill and carry out the task efficiently. Many times Asda does not send employees on off the job training as this is costly and time consuming. Identifying Training Needs for Trainee The reason for Miss Georgina to be on the training programme is so that she can increase on her productivity for what she is good at. This would make her efficient and comfortable in carrying out a day to day activity. The training needs which will benefit Miss Georgina would be Higher Productivity Efficiency Confident in Numeric Have a high level of Motivation Good future opportunity The reason why Miss Georgina has to be given this training programme is so that she could gain more knowledge on what she is good at. Miss Georgina is not fully qualified and understands the misuse of inappropriate use of calculations, this is why she has been given the opportunity to go on a training programme which she can touch up on and make sure that she dont make silly mistakes. Strength and Weakness The strengths for using the training method on the job training will be a strength as it will help the individual to get a better view of the organisation and who they will working with. This is an advantage because it increases confidence and able to socialise with piers. It builds a family environment when doing this aspect because before they can come in to the real job they would have made friends already. For carrying out an OJT this is a way which the member can increase in skills and be able to forward their knowledge to someone else. Advantages of On The Job Training * Training can be delivered at the optimum time, this means it can immediately perform the task any time in the real world. * The trainee will have the opportunity to practise immediately * Immediate feedback will be provided * Training is delivered to trainee from senior who can integrate the trainee in a team. The Weaknesses in a business will always be the time consuming which effects the running as this is a crucial time in a business. If training programmes are made long it will also effect the costing. A weakness for training a member is that after getting the training from somewhere they usually head off some where better. The weaknesses which Asda could face are Disadvantages for On the Job Training * Too much training can be delivered in one session causing of information overload. * The trainer may not have the right skill and knowledge to teach the trainee with. * If immediate practise is not accompanied by feedback the trainee can feel abandoned after the initial experience. Benefit and Costs for Training The costs for training the individual at Asda will cost nothing as it will be carried out on the job, meaning what every training the member will get will be done in Asda. The reason for this is that it will not cost at all and the individual will be able to stay on the premises that wont need to go off some where else. The benefit for doing this training will be so that the member can increase their knowledge by doing it efficiently and also if they have the opportunity to get promoted they could be able to handle a sector in Asda. The benefit for members to have a training programme is so that they can increase their skills and knowledge in any task they have been specified, also carrying out tasks more efficiently and in a short amount of time. By giving training it helps individuals to cut down on mistakes and blunders made by them. By training it can help health hazards reducing hazards being encountered at the work place. The costs for having training are the cost of materials which may be needed for the process and also the time needed by the members which will be issuing the programme. For training to be carried out it takes up a great deal of time for the leader as they have to make sure what they are teaching the member is relevant to the programme specified. It is also costly when setting up the resources for using on the training area and time is needed for when doing the training. Obstacles for Training Training can be seen in different ways, firstly, the management of the company might see it as a way of making the company more efficient, as well as teaching important skills to employees in order to improve performance. At the same time it can be seen as a way of rewarding hardworking employees with a different environment for a short period of time. On the other hand, employees might look back on their last training session, still trying to work out what exactly it was they learnt from the experience, but nevertheless having enjoyed the change of scenery but hating the pile of work that greeted them on their return. If training is implemented correctly it can bring back great rewards such as greater workplace efficiency, specialised skills and knowledge as well as employee satisfaction. Finally remember that depending on how training is done, it can be very productive and useful or a complete waste of time and money, it can bring teams together or split them apart.