Training and Development Program for UNICEF UK Employees: Enhancing Skills and Emotional Intelligence

This report examines the need for a comprehensive training and development program for UNICEF UK employees, particularly those from minority and disadvantaged backgrounds. It highlights the importance of building emotional intelligence, self-management skills, energy management skills, and self-esteem & confidence. The report analyzes the challenges faced by these employees and proposes specific tools and activities to address them. It emphasizes the need for a structured program that focuses on developing key skills, fostering a positive work environment, and promoting inclusivity.

REPORT
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Executive summary
UNICEF UK is very well known organisation that works around the world for keeping children
safe & secure from various violence, diseases, hunger and other disaster. It works with fair
policies and regulations such as equality in employment issues and for this compliance UNICEF
always employs people from minority and disadvantaged background. From the past
performance it has seen that some difficulties are emerging in terms of their performance as
lacking skills, less efficiency, less readiness and other employability skills that are really
necessary for performing now being a sensitive and big charity organisation it needs to consider
these issues to get solutions because it hampers the operations and activities. To remove these
obstacles organisation needs to apply a very well designed training programme to enhance the
efficiency and skills of those employees so they can utilize of given opportunities in terms of
their development.
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Background
Unified Kingdom Committee that is also known as UNICEF is one of 36 UNICEF national
Committees which is based in industrialised countries. It is leading entity which works for
children and their rights in every sector of life (Goleman, 2011). It has collaboration with local
communities, organisations and governments for making children life better. It working area is
increasing as it is developed its work area into developing countries also.
Working areas of UNICEF and its funding;
 Children education
 Survival of children
 Child protection
UNICEF has charities and business partners as financial resources; it has collaboration and
partnership with, easy Jet, Barclays, Marks & Spence and others,
UNICEF is an organisation which follows the culture of equality by having employees from
different caste, religion, localities and from minority backgrounds. This equality concept
sometimes can be the issue such as in case of UNICEF as its employee from disadvantaged
background and minority have some problems like less skills, thought process issues and cultural
issues, these issues generate the requirement of proper and well designed training and
development process so those employees can be trained to provide their efforts to be as part of
team work without having any expression or thought of other’s cultural background (Goleman,
2006). A well designed and maintained training programme is the only solution regarding this
problem and becomes necessary to avail the equality culture and for its maintenance in ling run.
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Analysis Section 1: Building Emotional Intelligence
Emotional intelligence is known as EI, it is ability for understanding & managing emotions of
individuals. People with higher emotional intelligence know their feeling & actions and how
these emotions can affect others. Emotional Intelligence has five main elements which need to be
considered in employees of UNICEF.
Figure 1: Training and developing emotional intelligence
(Source: Author)
Elements of EI;
Self awareness – self awareness allows to determine one’s strength and weakness so in UNICEF
it really requires to have session of self awareness and enable employees to have intense idea
about their feeling and their action towards the others and organisation (Ciarrochi, et.al, 2002)
Tools to improve self awareness;
 Keeping Journal as writing down thoughts on daily basis
 Slow down when feels anger and other negative thoughts for others
Self regulation – employees in UNICEF needs to be regulated by self, it is very necessary while
working with different cultures and religious people (Krämer and Winter, 2008)
Tools for self regulation;
 Knowing own values is must by everyone in organisation
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 Feels accountability for actions by stopping blaming others and starting accepting
mistakes
 Make employee practicing for being calm
Motivation – UNICEF needs to arrange plans for motivating employees in every manner towards
goals, objectives and hard work.
Tools for motivating;
 Re –examining about job purpose so employee can feel their aim for career development
 Making employees know about employees position in organisation
 Motivating them being hopeful and finding something
Empathy – employees needs to be right and show empathy for others.
Tools for having empathy;
 Putting one’s in else one’s position by supporting employees and make them learning the
same thing
 Teaching employees to pay attention towards body language
 Making them responsible towards the feelings
Social skills – UNICEF needs to develop a programme which teaches social skills to the
employees as managing every change and resolving conflicts diplomatically (Leary, 1990)
Tools for social skills;
 Teaching employees conflict resolutions
 Improving communication skills
 Teaching them on praising others
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Analysis Section 2: Building Specific Self-management Skills
Self management skills are the abilities which allow an employee to be more productive while
performing their routine job regardless the working environment and UNICEF as being a very
good charity organisation its employees have to be self managed. Here some of the key skills set
are given which are required to learn self management.
Figure 2: Key skill set
(Source: Author)
Stress resistance – it is ability to resist the stressful situations.
Problem solving – it is the ability to utilize brain as a mechanism for taking right decision.
Communication – it is the skills to express something.
Time management – it is ability to put efforts on timely basis to get timely result.
Memory – it is special ability to memorize things, events and other things.
Physical activity – it is necessary to be physically fit and healthy.
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Tools to develop these skills;
 Make to do list
 Prioritize tasks
 Scheduling the tasks
 Having flexibility
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Analysis Section 3: Building energy management skills
These skills basically involve the ability to save the manpower efforts so their energy can be
utilize in long run. UNICEF has to be adapting these energy saving skills as Human efforts are
the most valuable and important and that is why it needs to be protective. Technologies are the
replacement for the human efforts or it can be the source to save the human efforts (Mayer, et.al,
2004). Adapting modern and advanced technologies for saving the human energy as for working
and for performing various activities human energy is used but if it is replaced by the advanced
technology, less human energy would be utilized and more would be saves for future.
UNICEF UK has to hire leading HR professionals to design an appropriate training programme
to enhance employees’ skills. It is strongly recommended that UNICEF requires having
workforce planning in proper manner so further activities such as job duties requirement is done
accordingly.
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Analysis Section 4: Building self esteem & confidence
UNICEF is working in developing countries also as charity organization, working for charity
requires most of the self esteem & confidence dealing with worst situation and its employees has
to be attentive while working and that is why boosting self esteem is must for UNICEF (Noe and
Peacock, 2002). UNICEF UK has to design a training & development program where employee
from different cultural background should be taken and allow them work together on same
projects.
UNICEF United Kingdom needs a proper training department to design, organize and arrange
various training and development program and sessions to boost the employee’s morale, make
them confident and help them to be more focused towards the work. A proper training and
development will provide them sense of happiness, motivation and high self esteem with great
feel of empathy and when these skills would be developed the problems would definitely be
overcome by UNICEF United Kingdom.
Here are some of the efforts are given that can be made by UNICEF in terms of to train its
employees.
 Employees are encouraged to make two list one for strengths and other for achievements.
 Making employees to feel positive in every situation
 UNICEF needs to arrange training session on personal hygiene.
 Teaching employees to set their challenges that can be realistically completed by them.
 Be nice to all the people.
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Recommendations
UNICEF UK is doing very well in terms of charity and performing its duties & responsibilities.
It has very good culture of equality but for the solution of the ongoing problem it needs to plan in
very effective manner and frame a strategy in terms of proper training program to provide all the
or to enhance all the required skills to employees.
 It needs to have session on EI and self esteem management in timely manner with all the
discussed tools so employees from minority can boost up their morale (Wang, et.al,
2003).
 It has to design a training session in which every job responsibility is discussed and
required efforts and skills are also discussed with mechanism of developing these skills.
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Conclusion
This report is specifically show the problem regarding the issues which are raised due to
employees lacking skills and these employees are from the minority and disadvantaged
background, this problem is really genuine and can be big if not solved on timely basis because
religion, caste, cultural background and minority are very sensitive issues and while UNICEF
UK is working for very good cause as for child care, it is must required that this problem must be
solved. In this report it is gone through from various section of different analysis which are
describing some specific and significant skills and qualities those are very much needed in terms
of making employees more efficient and sensible for performing job duties, in this analysis
section those tools and activities are also discussed that are helpful to acquire those skills and
qualities.
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REFERENCES
Books and Journals
 Ciarrochi, J., Deane, F.P. and Anderson, S., 2002. Emotional intelligence moderates the
relationship between stress and mental health. Personality and individual differences,
32(2), pp.197-209.
 Goleman, D., 2001. Emotional intelligence: Issues in paradigm building. The emotionally
intelligent workplace, 13, p.26.
 Goleman, D., 2006. Emotional intelligence. Bantam.
 Krämer, N.C. and Winter, S., 2008. Impression management 2.0: The relationship of self-
esteem, extraversion, self-efficacy, and self-presentation within social networking sites.
Journal of Media Psychology: Theories, Methods, and Applications, 20(3), p.106.
 Leary, M.R., 1990. Responses to social exclusion: Social anxiety, jealousy, loneliness,
depression, and low self-esteem. Journal of Social and Clinical Psychology, 9(2), pp.221-
229.
 Mayer, J.D., Salovey, P. and Caruso, D.R., 2004. TARGET ARTICLES:" emotional
Intelligence: theory, findings, and implications". Psychological inquiry, 15(3), pp.197-
215.
 Noe, R.A. and Peacock, M., 2002. Employee training and development.
 Wang, Y.W., Davidson, M.M., Yakushko, O.F., Savoy, H.B., Tan, J.A. and Bleier, J.K.,
2003. The Scale of Ethnocultural Empathy: Development, validation, and reliability.
Journal of counseling psychology, 50(2), p.221.
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