Training and Development in Organizations

This assignment delves into the crucial role of training and development within organizations. It examines different training models and approaches, including on-the-job and off-the-job training, highlighting their effectiveness and relevance in contemporary work environments. The assignment also considers factors influencing training design and implementation, emphasizing the need for continuous learning and skill enhancement to ensure organizational success.

USING INFORMATION IN
HUMAN RESOURCE

EXECUTIVE SUMMARY
Human resource management is essential for each and every type of company. They help
to manage the entire association in an effective and efficient way. Along with this, they assist to
recruit and select an appropriate individual. Manager of company provides training to their staff
members so that they can do their work with more effectiveness and efficiency. It will aid the
firm to reduce unnecessary wastage and cost. An enterprise will do their work within provided
period of time. As a result, they will accomplish the needs and wants of clients as per their
demand. Sainsbury is using Inductive approach in their organisation which help them to improve
their products as well as services.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
An area of human resource practice.......................................................................................1
Critical review of different information sources....................................................................3
Different approaches and their pros and cons........................................................................5
Findings..................................................................................................................................7
CONCLUSION & RECOMMENDATIONS................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources are essential components for each and every kind of association and
they decide growth as well as failure of the firm. Managers who are linked with human resource
department are also important assets of an enterprise. Additionally, they hold an effective
position in organisation. They assist to develop client base and along with this, reputation of an
association is also based on the abilities and skills of their staff members as they provide
development to company (Abdelhak, Grostick and Hanken, 2014). Sainsbury is a retail chain
which is situated in the UK and providing various kinds of products to their clients. Their higher
authority is much obsessed with various issues which are associated with their workers. Thus, it
is required for them to make some strategies to solve the key problems and as a result, they can
improve their profits.
An area of human resource practice
For each and every kind of association, human resource department is essential as their
fundamental purpose is to recruit suitable candidates for company and thus, they can attain their
desired targets as well as objectives in an effective and efficient manner. Manager of HR division
must have an experience in all fields which are associated with it. There are various areas of HR
practices which include:
1. Recruitment and staffing
2. Security at working environment
3. An effective relationship amongst employer and employee
4. Training and development programs for staff members and so on.
Manager of Sainsbury has to provide an effective training to their workers, as it aides
them to improve their work efficiency (Armstrong and Taylor, 2014). In modern days, new
methods as well as technologies are emerging which are required to be adopted by the
organisation as it will help them to maintain their customer base. Along with this, they can take
benefits from their competitors in the marketplace. For this purpose, they can cater training to
their labours because it helps them to improve their skills and abilities. Along with this, staff
members will complete their work within given period of time. It is important for the manager of
Sainsbury to provide work to employees as per their capabilities and knowledge so that they will
do their work in as proper way.
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Current staff members of firm have to be trained. Therefore, they can accomplish the
needs and wants of their clients as per their demand. It has to be noted that training and
development program is much expensive. Labours which are not trained appropriately, they will
always resist to introduce new methods as well as techniques.
There are several forms of training methods which can be used by the manager of human
resource and thus, workers will enhance their working efficiency and effectiveness (Boyle and
et. al., 2012). These are mentioned as beneath:
Types Examples
On the job training Occupation rotation
Off the job training Classroom exercises
Competency based training Determining strength of abilities and field under which training is
essential
Training technologies Web and computer based, multimedia, etc.
Apart from this, development is also essential as it assists the staff members to take more
duties which is related to their job. It is much effective for labours, as it aides them in their
development and improvement. Along with this, it helps in their retention and motivation. They
can also take opportunities from marketplace without any fear and it will likewise assist them in
their improvement. Development of labour is depend on company's wants and career phase of
workers. Earlier, career was associated with their qualifications only, but nowadays, people
wants to move one area to another and thus, they can learn as well as experience various things.
Additionally, it will likewise help them in their success and growth.
Being an HR, I have to provide training and development to staff members, so that they
can enhance their skills and abilities and along with this, they do their work in more effective and
efficient manner. It will assist Sainsbury to improve their profits and to take advantages from
their rivals at marketplace. If people focus more on new techniques and methods, then they can
also provide satisfaction to their customers in an impressive way and they also can attract many
new clients towards firm’s products and services (Bratton and Gold, 2012).
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There are several importance of training and development in company, which are
described as below:
Improved employee performance: If workers are trained appropriately, then it will aid
to enhance their work performance. Along with this, they can easily comprehend their duties as
well as obligations. Additionally, it will increase their confidence, as a result, it will also improve
their overall performance which will advantageous to organisation. Trained staff members can
also adopt modification as per time changes.
Improve employee satisfaction and morale: As training is much expansive but it is best
investment which is done by manager. It will assist to enhance morale of labours and along with
this, it render satisfaction in context of their job also. They will feel appreciated, thus they can
face challenges in an adequate way (Bulgurcu, Cavusoglu and Benbasat, 2010).
Increased innovation: When training is going on, trainer provide motivation to their
labours, thus they can use creative techniques into procedures and strategies. Therefore, they can
develop new thoughts for items and services, which will help them to take advantages from their
competitors at competitive world.
Improve reputation of firm: If staff members are much trained then they can
accomplish their work within an adequate time span. As a result, they can fulfil needs and wants
of their customers as per their demand and thus, enhance their goodwill and market share
(Werner and DeSimone, 2011).
Critical review of different information sources
It is essential to determine areas which is associated with good practice in training and
development. It will assists to examine final outcomes and along with this possibilities, thus
implementation can be done in an effective manner and in addition Sainsbury can improve their
revenues. It will likewise aide to convince bondholders, therefore they can invest some fund into
research and will get maximum return on their investments.
Best and effective practice can be get with assistance of some case studies, research and
along with this an adequate network (Daley, 2012). With aide of an appropriate networking
manager can easily receive both kind of data, quality as well as quantity, it will assist them in
their judgement procedure. It will consists:
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According to Drmanac and et.al., (2010) Training and development is essential for each
and every kind of association as it assists them in their success and improvement. Wit assistance
of an effective training, manager can improve technical skills into their workers.
As per Flamholtz, (2012) an appropriate training will enhance working performance of
labours, as a result they will complete their task in an effective manner and additionally, within
adequate period of time. It will aide to improve creative skills into workers, therefore they can
produce items differently and this will help them to compete their competitors at marketplace.
According to Gibbs, MacDonald and MacKay, (2015) training and development program
assist staff member to increase their confidence as well as morale, hence they will always ready
to face challenges in an adequate way. It will likewise improve working quality, so that company
can cater satisfaction to their customers and attract numerous people also.
As per Knowles, Holton and Swanson, (2014) there are four ways of training which can
be used by manager of association, it will include reactionary, traditional, skills as well as
training for outcomes.
According to Korteling, Dessai and Kapelan, (2013) training and development is like an
ongoing exercise, which assist to improve performance of staff members. It will consist various
kinds of educational methods, which is compulsory to attend or sometimes it is on voluntary
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Illustration 1: Four Levels of Training
(Source: Kirkpatrick, 2014)

basis. Wit assistance of this, workers will learn new methods to accomplish their work within
limited time span.
Different approaches and their pros and cons
There are many forms of research approaches which can be used by manager of
Sainsbury, are mentioned as below:
According to Laudon and et.al., (2012) Deductive research approach is based on current
theory which is used by company and then develop a research plan, thus hypothesis can be
tested. Whenever association select an appropriate methodology, then it can be either accepted or
rejected during procedure of research. Utilization of this approach is very easy as it can be
implied with assistance of case studies. Employer can gather data to, hence he or she can
examine hypothesis which is related to current methodology.
According to Morgan, (2013) deductive method is associated with reducing conclusions
from workplace. Along with this, it will be based on observations. With assistance of this,
manager of company can avoid hazards but it is restrained with period of time. This method can
be utilized by employer when method is formulated with aide of current theory.
It is followed by a set path which is shown as beneath:
There are several advantages of deductive approach which are provided by Pearlson,
Saunders and Galletta, (2016). With assistance of this, people can save their time. This method
can be explained by manager quickly and along with this they can provide appropriate
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Illustration 2: Research approach
(Source: Saunders, 2012)

explanation, thus every people is much clear regarding each and every rule. If any individual do
not understand method, then they can take some extra time also. Everything is explained in
systematic way.
Some of disadvantages are also given by Pearlson, Saunders and Galletta, (2016) this
method is very formal as it energize people so that they can believe that an individual can learn
effectively with assistance of simple case study. As there is no practical knowledge is provided,
hence this method is very boring. Persons cannot communicate their issues because there is only
one way conversation.
According to Peppard and Ward, (2016) Inductive research approach, an individual who
is conducting investigation, always gather data and information as per their topic only. When
entire information is collected then investigator take some time so that he or she can evaluate it
in an effective as well as efficient manner. They also need to decide targets as well as aims. An
expert looks into data, thus they can determine patterns and along with this will do work to create
an adequate theory. Route which is associated with this theory, is stated as beneath:
There are some advantages of utilizing this method, which are given by Smith, Dinev and
Xu, (2011) with assistance of this approach, an individual can develop their skills and along with
this knowledge, which is beneficial for him or her in their learning. It is based on two way
communication system, as both people can discuss about topic. As a result, it is most active and
in addition interesting teaching to develop capabilities. This hypothesis cater motivation or
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Illustration 3: Research approach
(Source: Saunders, 2012)

inspiration to people, as persons are much involved into this. Additionally, with aide of inductive
approach, manager can easily develop plan as indicated by information which is gathered by
themselves.
Rather than this, there are also various cons of using this approach which is catered by
Song and et. al., (2010). This method consumes more time and can frustrate people, as it is only
based on styles of learning. An individual can feel like, he or she is not much able to observe
themselves. Conclusions will be false also, as they are based on grammar concepts. There is
proper need of planning, because a person has to select as well as arrange data and information in
an adequate way. If it is not collected appropriately, then outcomes will be less effective or
inappropriate.
Sainsbury is using Inductive approach method into their business, as they are gathering
data and information for their point of interest. Like, they want to provide training and
development to their staff members, so that they can improve their work efficiency and
effectiveness. Thus, they have to decide that what type of training they need to provide to their
workers. How much time it will take and along with this which department required (Campion
and et. al., 2011).
Findings
HR of Sainsbury conducted a research into their organisation, to determine training and
development for their each department, and they find out that in division of Sales and marketing,
production, finance there is requirement of proper training. As they are using new techniques in
their business and people do not have much knowledge about it in an appropriate way. For above
purpose, HR recruit a trainer for their workers.
Prerequisite of training:
Department Employee
Sales and Marketing 12
Finance 7
Production 20
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According to above mentioned figure, it has been concluded that there is need of an
effective training in some department, such as sales and marketing, finance as well as
production. Thus, it is must to cater training to people, as a result they will do their work in more
effective and efficient way. In division of sales and marketing there is almost 12 workers who
need training. Rather than this, approximately 7 staff members require to be trained in Finance
sector. Additionally, 20 employees need training in production, thus they can develop items in an
impressive manner and along with this within provided period of time.
There are many methods which are associated with training can be used by HR of
Sainsbury. It will include on-the-job as well as off-the-job training methods. As per the above
shown figure, it has been determined that there are many people in various departments who
need training. Therefore, it is essential to cater effective sessions for the same to employees. It
will improve the effectiveness of goods and along with this enhance revenues. Additionally, they
can increase their market share which will help them to take advantages from their competitors
in the competitive world.
Department On the job training Off the job training
Sales and marketing 12
Finance 7
8
Sales and marketing Finance Production
0
2
4
6
8
10
12
14
16
18
20
Column B

Production 20
9
Sales and marketing Production
0
2
4
6
8
10
12
14
16
18
20
Column B
Illustration 4: On the job training
0
1
2
3
4
5
6
7
Finance
Illustration 5: Off the job training

As per the above mentioned figure, it has been comprehended that there is prerequisite of
on-the-job training to employees who are linked with sales and marketing. For the above stated
purpose, manager can develop some plan like their superiors will go with them and teach how to
do work efficiently. Similar to that, staff members of production department also needs on-the-
job training and hence, they can do their work more appropriately and within provided period of
time. But finance division requires off the job training form their superiors. Manager can develop
some programs to make them understand about recent laws, standards and so on.
CONCLUSION & RECOMMENDATIONS
As per the above mentioned report, it has been concluded that human resource manager
needs entire information which is related to their business so that they can develop strategies
accordingly and attain desired goals and targets in an effective as well as efficient way. It is
essential for the employer to provide training to their staff members and therefore, they can
accomplish their work in an effective way. It has been assessed that superiors can provide both
kinds of training methods like on-the-job as well as off-the-job that will assist to improve
revenues of firm and additionally, firm can take benefits over their competitors through the same.
It has been recommended to company that if they provide on the job training to their
workers, they can improve their productivity as well as sales. Each and every department needs
different sort of training and thus, it is essential for the manager to provide it in an appropriate
manner. As a result, they can improve their profits and market share.
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REFERENCES
Books and Journals
Abdelhak, M., Grostick, S. and Hanken, M. A., 2014. Health Information-E-Book: Management
of a Strategic Resource. Elsevier Health Sciences.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boyle and et. al., 2012. Annotation of functional variation in personal genomes using
RegulomeDB. Genome research. 22(9). pp.1790-1797.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Campion and et. al., 2011. Doing competencies well: Best practices in competency modeling.
Personnel Psychology. 64(1). pp.225-262.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Drmanac and et. al., 2010. Human genome sequencing using unchained base reads on self-
assembling DNA nanoarrays. Science. 327(5961). pp.78-81.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Gibbs, C., MacDonald, F. and MacKay, K., 2015. Social media usage in hotel human resources:
recruitment, hiring and communication. International Journal of Contemporary
Hospitality Management. 27(2). pp.170-184.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Korteling, B., Dessai, S. and Kapelan, Z., 2013. Using information-gap decision theory for water
resources planning under severe uncertainty. Water resources management. 27(4).
pp.1149-1172.
Laudon and et. al., 2012. Management Information Systems: Managing the Digital Firm, Seventh
Canadian Edition (7th. Pearson).
Morgan, G., 2013. Riding the waves of change. Imaginization Inc.
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Pearlson, K. E., Saunders, C. S. and Galletta, D. F., 2016. Managing and Using Information
Systems, Binder Ready Version: A Strategic Approach. John Wiley & Sons.
Peppard, J. and Ward, J., 2016. The strategic management of information systems: Building a
digital strategy. John Wiley & Sons.
Smith, H. J., Dinev, T. and Xu, H., 2011. Information privacy research: an interdisciplinary
review. MIS quarterly. 35(4). pp.989-1016.
Song and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968). pp.1018-
1021.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Online:
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<http://2020projectmanagement.com/2016/02/the-importance-of-training-and-
development-in-the-workplace/>. [Accessed on 5th September 2017].
Kirkpatrick, D., 2014. Way of training. [Online]. Available through:
<http://www.fcleroux.co.nz/business_personal_training/our_way_of_training.htm>.
[Accessed on 5th September 2014].
Saunders, M., 2012. Research approach. [Online]. Available through: <http://research-
methodology.net/research-methodology/research-approach/>. [Accessed on 5th
September 2014].
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