Identify aspects of the business training and development programme and explain its importance to the performance of the business? What is training?
Training is the acquisition of a body of knowledge and skills, which can be applied to a particular job. Training includes all forms of planned learning experiences and activities designed to make positive changes to performance in a job. The benefits of training There are number of major benefits that flow from training: It increases productivity of workers within a business. It helps achieve the businesses objectivities by having more knowledge within the business. Improved efficiency results from saving from material costs due to reduced wastage, improved delivery performance, improved delivery performance, reliability and range of products or services to customers.
At Haydon this means less wasted teaching time lessons starting on time lessons planned and run efficiently. Creates a more flexible work force. At Haydon this could help when a teacher is off sick and another teacher has the ability to teach another subject for example an Ict teacher who can also teach economics.
If effective should improve the competitiveness of an organisation. As well as improving its productivity and service to customers. At Haydon this mean’s improved student grades.
Retaining staff, surveys have shown that training costs less in the long run than recruiting full trained workers from outside the organisation. Recruited, fully trained employees tend to leave much sooner than employees the organisation has trained itself. Haydon should try to train staff already at the school to do jobs rather than hire some one from outside. Improves image of a business. As it will be able to keep staff and have well trained staff where parents will want their children to go to school.l Training adds to competitiveness In a knowledge economy’ training & development take on a greater importance than ever before.
The company that trains and develops its staff is best placed to have better educated students and therefore gain competitive advantage. What is development? Development approaches the individual and his or her motivation from a different angle from that of training.
While training is typically concerned with enabling the employee to contribute to meeting the objectives of Haydon better, personal development is more concerned with enabling individuals to develop themselves in the way that best suits individual needs. The two will come together. By helping individuals to develop themselves, they will be more inclined and better able to contribute to helping Haydon meet its objectives. Why adopt training and development?
Haydon & other organisations organise training and development programmes for many reasons. Training and development programmes may be introduced to: Motivate employees and increase job satisfaction, thereby reducing absentees and student leaning Establish the most effective and efficient working methods in order to maximise the education of students and remain competitive The resources needed for Haydon training can generate significant costs. It is important that training needs are correctly identified and the required standard of skill is established.
The training programme needs to be administered efficiently and evaluated, so the results achieved by the Haydon teachers that have received training should be compared with the standard of performance it was hoped to achieve How does a business know if training is needed? The business could ask the employees to see if they need or want any training. When filling a vacancy they could use the job description to find skills and knowledge required for the job. Also look at the performance of the school e.g. exam results Induction training Induction is the process of introducing new employees to their place of works new surroundings and the people they will be working with. Induction also provides information to help new employees start work and generally fit in.
This induction programme enables Haydon to introduce new employees to the business and tell them about the many achievements and procedures it has produced over the years. The induction programme is supposed to make the new employee feel more aware of the different functions of the business as a whole, so they can know what the business is about instead of the specific job he/she has to take on in the future. The induction usually contains information about the organisation’s policies and objectives, future career opportunities Pay, training and fringe benefits Health and safety, the requirements of the job.
Good induction programmes can successfully balance the amount of information that needs to be conveyed with the length of time, so employees can maintain their concentration. In house training courses This is where employers run courses inside their own organisation the courses might be held in an office or in a smart training centre owned by the business. The main benefits of in house training are: >They are cheap to run >Course content is made to suit the business >Examples can be related to the business work >Everyone knows each other.
External Training courses These are more expensive because they include fairly luxurious accommodation in lavish surroundings and the guest speakers are highly paid. This means employers have to think very seriously about the value of the courses to the business. Mentoring Mentoring involves a trainee being paired’ with a more experienced employee. The trainee carries out the job but uses the mentor’ to discuss problems that may occur and how best to solve them. Often trainee teachers work with a mentor who is responsible for their early training and development.
The student teacher will watch the mentor teach before starting his/her own teaching. The mentor will then give an ongoing guidance to the student teacher on how best to improve his/her performance and the trainee will take any problems and difficulties he/she is facing to the mentor to seek advice. Coaching This is rather similar to mentoring but the difference is that the coaching involves helping the young employee to acquire high quality skills in a number of specific management areas.
These skills include communication with staff, budgeting, how to appraise and how to carry out disciplinary procedures. Vocational Courses These provide training in job related skills for example office skills: the QCA (Qualifications and Curriculum Authority) took over the role of the NCVQ (National council for Vocational Qualifications, set standards for workplace competences which can be assessed both in the workplace and at college by examining bodies such as Edexcel, OCR and AQA. Job Rotation Is giving staff a range of jobs in rotation, which widened their experiences and increases their skills Job enlargement Is where staff is given extra tasks to do this gives management a better idea of the employees true capacity and ability.
Job enrichment Adding more interesting and difficult tasks to the job to motivate and tro see how capable they are. Types of training at Haydon Induction Training The induction training takes place in July, which can be up to 3 weeks long this will include >Assessment >Reports >Behaviour management >Child protection >Special needs >Being a form tutor >Administration >Health and safety >Contracts >Classes >Syllabus >Courses Training days All employees have to attend this as it is where school issues are disused and they are trained on things like equal opportunities within the school. The 1996 Educational Act legally requires these training days.
Specialised Courses Some courses which Haydon have done are: >Use of fire extinguishers: a specialised trainer came in to school to train the staff how to use them. >Man handling courses: is for staff looking after disabled students so they no how to look after the student and what they are and aren’t allowed to do. >Web design: this needed to be taught because of the fresh syllabus this is run simply by miss Boorman. Mentoring Every single newly competent teacher provides a mentor at Haydon in the same subject the advisor has to carry out weekly gatherings to review progress, observe their very own teaching expertise and give supply back, and need to be their particular for support and inspiration.
On the Job training This is when a trainee for Haydon will work along side an experienced employer and observe teachers to gain knowledge. This means the trainee acquires their schooling st the school. This is referred to as job tailing.
External Training Haydons personnel have gone in courses including first aid which can be done out side the company. Haydon also need to do exterior training for modifications in our syllabus by way of example how to mark the coursework. I have proven why Haydon should educate its personnel and how it might be identified.
I have shown several types of training utilized how Haydon benefits from that and how employees benefit from it.
