Training and Development at UNICEF UK

This assignment examines the importance of training and development programs for new employees at UNICEF UK, particularly those from socially backward classes and minority groups. It emphasizes the need to address potential discrimination and promote a sense of equality within the workplace. The report recommends various training initiatives to equip these employees with necessary skills and highlights the role of leadership in fostering an inclusive environment.

Academic and Professional Skills

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................3
BACKGROUND.............................................................................................................................3
Analysis Section 1: Building emotional intelligence..................................................................3
Analysis 2: Building specific self-management skills. ..............................................................4
Analysis 3: Building energy management skills.........................................................................5
Analysis 4: Building self-esteem and confidence.......................................................................6
RECOMMENDATIONS................................................................................................................6
CONCLUSION...............................................................................................................................7
REFERENCES................................................................................................................................8

EXECUTIVE SUMMARY
This report focus upon the working criteria of Unicef UK, for ensuring equal working
opportunities for each and every employee coming from socially backward classes and minority
group, the organisation decided to held a training and development program. For which, vital
strategies are developed to build technical and interpersonal skills among the people who belong
to minority backgrounds at Unicef UK.
BACKGROUND
Equality is the most important aspect of each and every organisation, providing equal
opportunities to every member who presents in the organisation is crucial to develop confidence
and skills among them. For developing employability skills among the individuals who belong
from socially backward classes and minority groups organisations like Unicef, should takes
various measures by conducting several types of training and development programs that helps
in establishing numerous types of skills within them. UNICEF,is the national committee
organisation that collect funds for the emergency and unstable circumstances. This report is
based on the importance of various types of training programs that helps in developing
employability skills among the individuals who belong to minority or backward groups.
Analysis Section 1: Building emotional intelligence.
Emotional intelligence is a capability of the person to identify the emotional aspects and
to understand their powerful impacts that can be further used to guide the perceptions and
performance. It helps in developing better understanding regarding own-self and others, as it
helps in enhancing the chances of achievement of goals successfully. Building emotional
intelligence revolves around the seven steps and these are:
 Step:1 Reflecting your own emotions
 Step:2 Asking others to give their perspective
 Step:3 Being a good observer
 Step:4 Think before Reacting
 Step:5 Fill the perspective gap
 Step:6 Take criticism positively Step:7 Practice
EI as a theory of performance: According to this theory, emotional intelligence is the
capability of learning and developing emotional competence of the individual. To adapt the

capabilities of emotional competence one must encompass the emotional intelligence within
them. As per this theory the three dimensions of the emotional intelligence is : Motivation, Self-
regulation and self-awareness. It states that these three approaches helps the individual to
understand the emotions of the oneself along with the others.
The first component of this theory is, Emotional Self Awareness: It helps in identifying
the feelings and thoughts of the others. This concept can be used in training for developing the
sense of self awareness among the individuals who belong to minority groups and socially
backward classes, this can be implemented by showing the benefits and importance of
competencies among the individuals. Training program regarding this can prove to be very
beneficial as it helps in recognising the emotions and their impacts upon the behaviour of the
individual.
The second component of this theory is, Emotional Self-Management: It helps in
identifying the abilities to deal with the anxiety and other issues like anger, impulsivity or
sensitivity of the individual. Training regarding this will helps the individual to handle their
professional issues along with their personal issues, while conducting training regarding this
Unicef UK, can use the PET(positron-emission-tomography) measurements, this is a techniques
that is use to identify the difference is state of minds of the various kinds of individual.
The thirst component of this theory is, Social Awareness: It helps in identifying the
different social variants of the society. Training regarding this will help in, identifying the non-
verbal negative aspects occurring at the workplace or it also helps in developing emotional and
social awareness among the individuals regarding the same.
Training regarding the building the emotional intelligence of the individual who belong
to minority group or socially backward classes at Unicef will help in generating skills within
them regarding the emotional aspects of the minds of others and our oneself. Such training will
help them to handle the various kinds of circumstances occurred at the workplace more
efficiently (Cherniss and Goleman, 2001).
Analysis 2: Building specific self-management skills.
Effectiveness in the working of an organization is very important aspect for ensuring its
long term success. The new appointed employees in Unicef are mainly from minority groups and
socially backward classes, it has also been seen that they are not ready to start their jobs because

they didn't have sufficient employable skills for developing employable skills among them, the
organizational heads of the Unicef decided to conduct a training and development program.
During the process of training building specific self management skills can prove to be
very beneficial for the future purposes of the employees.
Leadership in the organization is the very important aspect of any organization as it leads
and provide guidance to all the other members of the organization. It helps in developing
efficiency and process reliability among the employees. Effective leadership can also helps in
establishing an effective and efficient training program for the individuals to develop technical
and interpersonal skills among them.
Self management training will help in developing skills that can further help in building
competitive strategy among the employees. Such training program can be implemented by
constructing systems and structures that in turn can provide various benefits to the individual for
training is to conducted. There are several ways due to which powers can be acquired or loss-ed
I the organization. The leader of the company has power to take the decisions regarding the
pattern, criteria and strategies which are to implemented in the training for the individuals in
Unicef UK (Cialdini, 2007).
Analysis 3: Building energy management skills.
Training regarding developing skills within the employees that will help in keep them
attentive through their work is very essential so as to ensure the success of the organization
along with the employees of theta organization. New employees of the Unicef, lack some
employ-ability skills that are required within them. The core requirement of training regarding
building energy level of the employees revolves around the fact that employee should work with
full potential and engagement so that they are never insufficient in meeting deadlines and can
develop the high level of the performance. Such training will also help in building personal
renewal of the individual by providing them various kinds of techniques and measures through
which they ca perform their jobs with full accuracy and attention (Loehr and Schwartz, 2003).
The Power of Full Engagement is a scientific and practical approach which helps in
generating skills among the employees regarding the maintenance of their energy at the
workplace. Endurance and stamina level of some human beings are less in comparison to other
as because of their weak immunity systems and any other health issues, such problems tend to
effects the energy of the individual. Training regarding this will help them by providing various

ki9nds of exercises of techniques or food habits that can prove to be very beneficial in
maintaining the level of energy of the individual during and after their jobs (Harrison, 2009).
Analysis 4: Building self-esteem and confidence.
The training and development program regarding, building self-esteem and confidence of
the employees in Unicef UK should be based on the six pillars of self esteem:
1. The Practice of how to Live Consciously
2. The Practice of Self-Acceptance
3. The Practice of Developing Self-Responsibility
4. The Practice of Self-Assertiveness
5. The Practice of how to Lead a Purposeful Life
6. The Practice of Maintaining the Individual Integrity
The six pillars of the self-esteem is the approach that can be used in training and
developing program for enhancing and establishing the skills among the employees which in
turn can be helpful for them to build up their confidence and self esteem (Yukl, 2012).
Building confidence and self esteem among the employees is very important for the
success of the organization, as the new employees of the Unicef UK, belongs to the socially
backward classes and minority groups they are little bit vulnerable to arrogant and rude behavior
of the other employees towards them. For this the leaders and managers of the Unicef should
provide them appropriate training regarding the same so that they are sufficient enough to handle
wrong behavior of the others towards them and can gain the equality at the workplace (Nathaniel
Branden,1995).
RECOMMENDATIONS
From the above report it can be recommended that, Unicef UK, should use various
measures of training and development to establish the several kinds of skills among their new
employees. It is highly recommended that training programs should be highly monitored by the
organisational heads of the Unicef UK in order to identify whether the program is beneficial for
the new employees or not, whether it helping in generating employment skills among them by
analysing various factors or not. Lastly, the leaders and managers of the Unicef should take
proper measures to create equality in their environment and have to make sure that each and
every employee of the organization should be treated with full respect and honour.

CONCLUSION
From the above report it can be concluded that equality and social recognition is very
important aspect of the individual lives. Organizations must take appropriate measure if they
sense occurrence of any kind of discrimination taking place at their working environment. It has
also been seen that they are many people in this society who do not have appropriate skills to
conduct their jobs efficiently as they are not ready for their jobs, specially who belongs to
minority groups, for this organizations like Unicef must initiate various kinds of training and
development program to develop several kinds of skills among them.

REFERENCES
Books and Journals
Cherniss, C and Goleman, D. 2001. The Emotionally Intelligent Workplace. San
Francisco:Academic and Professional Skills Jossey-Bass
Cialdini, R. 2007. Influence: the psychology of persuasion Revised Edition. London: Harper
Collins.
Harrison, R. 2009. Learning and development 5th edition. London: Chartered Institute of
Personnel and Development
Loehr, J and Schwartz, T. 2003. The power of full engagement. New York: Simon & Schuster
Nathaniel Branden. 1995. 6 pillars of self-esteem. London: Random House.
Yukl, G. 2012 Leadership in organisations 8th Edition. Essex: Pearson.
Online
Rode, J Arthuad-Day et al. 2017. A time-lagged study of emotional intelligence and salary.
Journal of vocational behaviour. 101 p77-89 Available through: Anglia Ruskin
University Library website <http://libweb.anglia.ac.uk>