Training and Development Program for Lunchtime Supervisors at Desklib

This report discusses the importance of training and development programs for organizations and provides a flow chart for training and monitoring lunchtime supervisors at Desklib. It also uses the Osborne-Pares CPS model to justify the training program and discusses the risks associated with it.

INNOVATIVE PRACTICE
ASSESSMENT 2

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Task 1...............................................................................................................................................4
Using stages of Osborne – Parnes CPS model to justify training programme............................4
Task 2...............................................................................................................................................7
Flow diagram for training and monitoring of lunchtime supervisors..........................................7
Task 3...............................................................................................................................................9
Risk regarding training and development program.....................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journals....................................................................................................................11

INTRODUCTION
The training and development programme play significant role in the operating and
functioning of the organization in a proper manner. Basically training and development play
huge role in increasing the value if the association in domestic as well as international
marketplace. The present report highlights about the case study which determine the importance
or the values of training and learning problems. In context to that the report will provide the
training and development flow chart which indicated as the essential tool for the organization.
Apart from that the report analysis the risk arises in the case study in order to deliver better
solution for the further success.
MAIN BODY
Task 1
Using stages of Osborne – Parnes CPS model to justify training programme
The CPS model developed by Osborne and Parnes have six stages that is, objective
finding, fact finding, problem finding, idea finding, solution finding and acceptance finding. In
this section of the report, stages from 4th to sixth will be used in order to produce justified
training programme for schools existed in Hull city of Britain. The training programme was
meant for lunchtime supervisors whose duty is to provide supervision at the time of lunch break.
The three stages that is, stages from 4th till 6th stages involve identification of idea for solving the
problem, finding the best solution and identification of whether the find solution is acceptable to
the concerned participants or not.
Idea finding: This stage allows for determining the options with respect to addressing the
problem identified at earlier stage. In the given case, the problem identified involves recruitment,
training and monitoring of lunchtime supervisors. In other words, the problem is of lack of
training for lunchtime supervisors. Also, there is a need for monitoring of lunchtime supervisors
to ensure the management of their own behavior and able to resolve conflicts as and when it
arises (Wang 2019). There are different ideas for providing training to lunchtime supervisors,
such as the following:

 Head committee and teachers of the primary schools should develop mentoring
relationships with lunchtime supervisors to train them in terms of how to
supervise primary school students during lunchtime. This would allow supervisors
to learn skills and would fee valued as well. This idea of training to lunchtime
supervisors would led to extending valuable experience to both fresher and
experienced supervisors along with wisdom and shared skills they would be
getting from those who are more skilled than them. Accordingly, it would
contribute towards their development definitely.
 The external training session is must for the development of participants of
training programme. This could be possible through hiring experts of the field
who could conduct seminar, conference and sessions where participants such as
lunchtime supervisors are able to get opportunity for their development and
higher level learnings.
Solution finding: The next stage that is, the fifth stage involves identification of best
alternative or solution for the given problem out of the several ideas identified at the earlier
stage. This could be done by weighing different ideas by keeping in mind the given problem and
the intensity of the situation (Lim and Han, 2020). With respect to the given problem of lack of
training for lunchtime supervisors, it has been found that the lunchtime supervisors are found to
be undervalued by head teachers and other team members of the school. Also, there is a lack of
integration with wider school team. Furthermore, the job of lunchtime supervisors across the
schools of Hull city is found to be low paid job which lead to problems in recruitment for the
roles. Accordingly, the best solution that would be suitable for the given problem is of creating
mentoring relationship among lunchtime supervisors and head teachers or teacher which would
definitely resolve the issue of undervalued job and lack of integration. Moreover, the skills that
supervisors would learn from head teachers will be helpful in enhancing the skills and eventually
the role of supervisors. Accordingly, the pay will increase and problem could be resolved in a
better way.
Acceptance finding: In this stage of the model which is the last stage of the creative
problem solving model, the action plan is required to be developed in order to implement the
selected solution at the earlier stage of this model (Apino and Retnawati, 2018). With respect to

the given problem of lack of training among lunchtime supervisors, the best solution was
identified as the creation of mentoring relationship among head teachers and lunchtime
supervisors for the purpose of training provision. Hence, the following action would be followed
accordingly.
Criteria Steps to be taken Time needed
Definition of role of
supervisor
Head teacher should list out
and make supervisors
understand their roles. Head
teachers should train by
acting as a supervisor to
facilitate better understanding
of supervisors.
1 week
Disciplinary actions The different actions that is
needed to be taken for
ensuring discipline among
students during lunchtime
should be explained to
supervisors.
1 day
Techniques Ideas for different
supervisory techniques must
be provided to lunchtime
supervisors to ensure better
performance of their role.
2 weeks

Task 2
Flow diagram for training and monitoring of lunchtime supervisors
Lunchtime
Supervisors
identification of
participants
Freshers
Experienced
Development of
training material
Theoretical
Practical
Identification of
technique of
providing training
On the job training
Off the job training
Training Monitoring
Assessment of
performance
Establishing
performance
standards
Follow up

The above flow diagram indicates how the training programme would be developed for
lunchtime supervisors and how they will be monitored to reduce the incidents of observed
physical injuries within the school during the lunchtime.
With respect to the development and provision of training programme, first of all
participants would be identified. The participants could be both freshers and experienced. In the
given case, schools within the Hull city of Britain have experienced supervisors who feel there is
no need for training for them and are sufficiently trained for performing their respective roles.
But there seems of lack of training and integration among supervisors with that of other member
of the school. Therefore, they should be given with mentoring from head teachers, so that they
could carry out their roles in a required manner. Also, whosoever joins the school should get
mentorship from head teachers that could facilitate their understanding of their roles in a better
way (Ellington and et.al., 2020).
Next, the training materials should be developed which may be either theoretical or
practical as well. Lunchtime supervisors could be trained theoretically by giving lectures,
seminars and conversation while practical training could be given through videos, short films and
role plays initiated by head teachers.
Moreover, there are two ways in which lunchtime supervisors could be trained that is, on
the job and off the job training. For lunchtime supervisors, creating mentoring relationship with
head teachers would be regarded as on the job training while giving sessions, seminars and
workshops away from the actual place of job would be regarded as an off the job training
(Zlatkute and et.al., 2021). However, with respect to the given scenario of lunchtime supervisors
and several problems associated with it, on the job training would be fruitful to be adopted by
schools within the Hull city in order to ensure following up with the observed physical injuries
within the schools during the lunchtime.
For monitoring the perfomance and programme the organsation will utlized the keep
perfomance indicatior which is ential for leading the martketplace. With the assitance of the
keep perfomance indicator the organsation determine the outcomes or the efferctivenss of the
plans of action. With the assitance of this the company will determine that the employees of the
association are satisfied or not ( Bhatia,Rao, and Bhatia, 2019). Along with that the organsation
will caluculate that the revenue genrated after the impentation of trainning flow chart. Beside

that the manager or the lunchtime supervisior will collect the reviews from the customers. It
improve the quaility and increase the brand value of the organusation. In the next step the the
organsation will track the market value that is increasing or decreasing. Furthermore the
organsation will evaluate that the impact after and befor utlization of training flow chart. In
context to that the organsation track the employability of the employees and the contribution of
the workers in the association. Along with that the authority track the turnover ratio of the
employees that is increasing or not.
Task 3
Risk regarding training and development program.
In the business operation the availability of the risk is high as the company perform variety of
task in order to satisfy the people or the consumer in effective as well as efficient manner.
During the training and development program me in the association the members of the
organization face various issues or challenges. For instance when the organization is offering
new programmed or the policy with implementation of the operation many of the workers of the
organization are not agreed with technology and new introduction of the programmed (Earl,
2019). For the welfare of the organization the responsible person takes initiative steps within the
culture of the association. During the covid 19 pandemic the organization share values to the
people as it was the most difficult time for the people to survive in that situation where the
people are not allow moving outside their shelter. In that situation the association deliver free
food or meal facility to the people along with mid-day meal to the children. At that time the
people face the issue of delivering or distributing the food to the people as the government
impose regulation on the peoples to make social distancing and avoid gathering at one place. So
it was challenging for the association to deliver the better services to the people. Still the
manager of the association can provide the services by following or the protocols of the
authority. In the modern era the people are facing the trust issues all over the world so it is quite
challenging for the association to build trust among the people. In context to that the authority
of the organization deliver clean and clear transparency in front of the people. in order to that the
organization provide the healthy meal for the people. Apart from that the people aware facing
the anxiety issues and not able to perform better in their career path (Maity, 2019). So the
organization or the responsible person conduct the conferences or open discussion where the

employees of the associations are allow delivering their points and share value to the people for
encouraging them and accomplishing the goal in effective as well as efficient manner.
Apart from that the people are having issues with the quality of the food as the variety of the
people have different taste and preferences and it is challenging for the authority to meet the
needs and requirement of the people at one time. In context to that the organization need to
collect the feedbacks from the people and deliver guidance to the person who is preparing food
for the people or the students associated with the organization ( Khan, and Abdullah, 2019).
Apart from that the organization increase the awareness among the people about the procedure or
the new policy in which the organization provide variety of the food to the people as per the
days. In the feedback the lunch supervisor will determine that how many students or the people
willing to enjoy the benefits of lunch program. Beside that the workers of the association are not
working as the requirement of the policy, training and program. In context to that the manager
or the lurch supervisor provide proper guidance to the workers or the employees which are
associated with the organization. For the proper functioning the organization provide the helping
hands to the workers in completing the task and adopting the knowledge deliver in training
program that also result in Improving the quality and bring the positivity along the people
effectively and efficiently.
CONCLUSION
From the analysation of the above report it will be concluded the training and development
is the essential element which need to considered by the association in order to enhance the skill,
knowledge and bring creation in the organization operation (Brahmana, Brahmana, and Fei
Ho,2018). Basically training and development programme drive the growth of the association as
it improve the quality of work. The presented report mentioned the Osborne-Pares CPS model
for resolving different kinds of problem in adequate manner. Apart from that the report deliver
the flow chart of training and monitoring for improving the working condition of the association.
Lastly the report mentioned the risk which is associated with the training programme.

REFERENCES
Books and Journals
Apino, E. and Retnawati, H., 2018. Creative problem solving for improving students’ higher
order thinking skills (HOTS) and characters. E. Retnowati, A. Ghufron, Marzuki,
Kasiyan, A. Pierawan, & Ashadi (Eds.), Character Education for 21st Century Global
Citizens, pp.249-256.
Bhatia, S., Rao, D.N. and Bhatia, D., 2019. Competency models for training & development: A
review. IITM Journal of Business Studies (JBS), 6(1), p.56.
Brahmana, R.K., Brahmana, R.K. and Fei Ho, T.C., 2018. Training and development policy,
corporate governance, and firm performance. Gadjah Mada International Journal of
Business, 20(1), pp.59-87.
Earl, J., 2019. Innovative practice, clinical research, and the ethical advancement of
medicine. The American Journal of Bioethics, 19(6), pp.7-18.
Ellington, L. E., and et.al., 2020. Knowledge acquisition and retention after a high flow training
programme in Peru: a quasi-experimental single group pre–post design. BMJ
open, 10(6), p.e035125.
Khan, S. and Abdullah, N.N., 2019. The impact of staff training and development on teachers’
productivity. Economics, Management and Sustainability, 4(1), pp.37-45.
Lim, C. and Han, H., 2020. Development of instructional design strategies for integrating an
online support system for creative problem solving into a University course. Asia
Pacific Education Review, 21(4), pp.539-552.
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Wang, H. C., 2019. Fostering learner creativity in the English L2 classroom: Application of the
creative problem-solving model. Thinking Skills and Creativity, 31, pp.58-69.
Zlatkute, G., and et.al., 2021. ERICA (Stopping Child Maltreatment through Pan-European
Multiprofessional Training Programme: Early Child Protection Work with Families at
Risk) Training Programme Design.