This document discusses the need for firms to provide training at various levels, organization objectives for training, and appropriate development actions for a training program. It also covers activities to deliver from the training program and how to conduct a review of its success.
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TRAINING IN THE BUSINESS WORKPLACE 1
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Table of Contents INTRODUCTION...........................................................................................................................3 1.1 Need of firms to train their staff members that can be linked with various level..................3 2.1 Organisation objectives..........................................................................................................4 3.1 Appropriate development actions regarding a training program...........................................5 3.2 Activities to deliver from the training programs...................................................................7 4.1 Conduct a review regarding the training program success...................................................9 CONCLUSION..............................................................................................................................10 REFERENCES..............................................................................................................................11 2
INTRODUCTION Training is Known as the organized activity that can be used to improve the skills of the workers so that they do work more effectively and at the same time more productively(Brown, 2017) .Training can assist the employees to build up their confidence which is beneficial for their future. Present report lay emphasis on the need of the firms to provide training that can be linked with various level. It focuses on the plan on the health and safetyand than deliver the actions from health and safety program. After that focuses onthe effectiveness and review of success regarding training. 1.1 Need of firms to train their staff members that can be linked with various level. Need of training employees is considered as a process that can used to determine all the training needs to be completed within the certain period to enables their teamto finishtheir work more effectively. Departmental level-This level has the variety of the training requirementssuch as service improvements, departmental objectives,requirement targets. Thiscan be achieved by various training methods such as technological training, inspirational speakers as well as job rotation. With the helps of these kinds of the training(Chuang, 2019).Also, the training for the whole departmentcan be done by giving the training to employees at the same time as well asalso focuses on theindividual staff members that will be based on the needs of the individuals and their career goals. Organization training- It involves the training that meet Tactical training needs and also supports the objectives of the strategic objectives of the business that can be considered for the common across various projects and group. By the help of the training these needs can analyzed planning, suitable training media and instructional design such as computer software and workbooks. Within the process of the organizational process the main components that involves a managed training development programs, personnelas well as other areas of knowledge and also some measures that can used to measure effectiveness regarding training program(Doe. and Reio 2018). Individual level-This training is taken into the consideration as it is used within the one-to-one situation,such as training of theteam members within the firm. The main typesof the individuals learning are resource based learning, directed private study, computer based learning 3
as well as distance learning. Individual learning are at home, or they can be in classroom as well as still working by the things at their own pace. The advantages of the individual learning is to cost effectiveregarding large number of the learners. Here the learners can work within their own paceof time that is more convenient to them. Also some disadvantage of the training are motivationcan be difficult to maintain ,there is a requirement of the long lead time regarding preparing materials. This training considers as the most appropriate when the trainer is giving on the job training for very small number of the colleagues. It is known as the good idea to link the exercises of the training to the practical exercises that are based on the requirement of the work. Such kind of training is very effective when it can follow up the training that is face to face training(Evans. and Kersh, 2017). 2.1 Organisation objectives Training is considered as the organized activity that is used to enhancing the skills of the staff members to allow them to do work more effectively as well as productively. With the help of the training it givesthe employees tolearn new skills as well as technical knowledge regarding a particular job. It is equally crucial for the new employees and existing employees. It allows the new staff members to get the acquainted within their jobs as well asthe job related skills and knowledge(Hughes, 2019). The objectives are given below ď‚·To enhance the productivity of the employees as well as organization. ď‚·To gives job related knowledge to the employees. ď‚·It can also bring the changewithin the attitudesof the workers towards supervisors, fellow workers and the firm. ď‚·To impart the skills among the staff members systematically, so they can learn the things quickly. A flexible workforceis considered as theworkforce that can meet theneedsat a provided time. It is known as the hallmark of the young tech and startup companies. The smaller firms with the fewer workers are more boostingtowards the freedom at the workplaces(John. and Roberts, 2017). Resource efficiency. It allows the firms to function properly. Firms who are looking for decrease the cost of the operation that can be facing high levels of the absencedue to the sickness that can bale to 4
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maintain high standards as well as achievetargetswhen the number of the staff members is a small accompanied by the enhanced productivity as well as effectiveness as well as efficiency but at the same time also creates a work environment that is more dynamic. Enhanced productivity as well as effectiveness Employees of afirm are capable of performingdifferent functions by optimized their productivity as well as directing them to complete their task as soon as possible. As an outcome issuescan be fixedas well as guaranteecustomer satisfaction(Lundkvist.and Gustavsson, 2018). Job performance-With the help of the training the new and existing both the employees learn new things, as training gives them a grater understanding regarding their responsibilities and at the same time build their confidence. Due to this confidenceemployees can increases their overall performance. It can be done by evaluating the current performance of the staff members as well as how these kinds of the skillshelps to recognize the knowledge gaps that required to be filled to enhance the performance. Customer satisfaction is considered as crucial for the firm, so plan a training program for the employees able to bringsthe consumer care staff up to dare with the skills of the consumer care(Lundkvist.and Gustavsson, 2018). Technology isplayingmore important within the every field ,trainingmeans that all the staff members able to receive a broad framework training initiate them within the new technology. Such as training with the specific departmentsare trainedon the specific skillsas per their tasks provides. 3.1 Appropriate development actions regarding a training program TitleTesco's health and safety programme. ObjectivesThe main goal regarding health and safety program within the level of tesco is that at the end the staff members of the tesco must be able to conductrisk assessmentaswell aspossiblehazardswithin the workplace. The next objective of this training programmeis at the finish point of the training ,the staff membersmust be aware that how to check the fire extinguishers(Medeiros. and Griffith, 2019). 5
The last and least of the training objective is to assure within the end , all the staff members will understand the health and safety act 1974. TrainerExternal trainer will be there as well as qualifiedwithin the services regarding health and safety. LocationTraining location will be within the building of the tesco Date and timeOn 24 Jan 2020Health and safety training will be start at the 11pm until 3pm.Within this timethe trainees of the Tesco firm will go throughpractical exercises ,power point presentation ,quiz as well as 30 minutes break included(Lundkvist.and Gustavsson, 2018). Number of the traineesThe Number of trainee within the tesco is 25 people. Content1.Act of health and safety act within workplace 1974 2.Fire extinguisher's safety checking 3.Building risk assessment check To analysis the effectivenessregarding the programs,i can use some questionnaireto get the feedback from the staff members who took participation within training as if the training can be (successful) than what they gain from thatand also if some modification is required than what they will be in the success of theprogram(Medeiros. and Griffith, 2019). Methodsregarding delivery Health and safety program deliver with the help of the following various methods 1.By the help of the video 2.Power point presentation 3.Practical exercise Trainer activityWithin the video the trainee will able to see how the risk assessment must be conducted as well as write down the notes. At the time of the Power point presentation ,trainee will write notes and listen very carefully. Within practical exercisethe trainee check the whole buildingand 6
also check the fire extinguisher as well as assuresthat they can understand how can utilize them(Lundkvist. and Gustavsson, 2018). Material requirementThe materialsthat are required regarding training programs would be project or computer regarding the presentation, Pens, paper as well as handout regarding the quiz, extinguisher for the practical exercise. BudgetThe budget regarding thefoods as well as drinks will be around $70,alsohiring the external qualified trainer cost around $ 150 (Medeiros. and Griffith, 2019). 3.2 Activities to deliver from the training programs POWER POINT PRESENTATION Key personnel of Power point presentation Human resource ,employees and peers Venue ď‚·To check the venue to assures as it is prepared as needed. It includes. ď‚·Conference room, proper chairs and Table ď‚·Appropriate heaters and air conditioners involving location of the switches. ď‚·Proper training environment ď‚·Signs that can notify learners regarding venue cooperation. It can include within the in front of the rooms or within the entrance of the building(Lundkvist.and Gustavsson, 2018). Equipment Microphones, Screens, DVD players ,stands and audio players. Paper, pens and flip charts. Projectors that are used to connect the computer as well as assures trainer is more comfortable about the operation of such kinds of computers Internet connection as well as passwords. Power adaptors PRACTICE EXERCISE Key personnel of practice exercise 7
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Peers and workers and Human Resource managers Venue ď‚·It will be conducted in an open space or workshops. ď‚·With proper conditions of chairs as well as Table and also the need of the Conference room, ď‚·There is the requirement of theAir conditioners and alsoworking conditions of the heaters that consider location of switches(Lundkvist.and Gustavsson, 2018). ď‚·Necessary environment regarding training ď‚·Signs that can provides notification learners venue cooperation. It can include within the in front of the rooms or within the entrance of the building. Equipment ď‚·Proper machines and systems such as Fire extinguisher, beds, clothes ď‚·There is a need of the equipment such as audio players and Microphones , DVD players and Screens ď‚·flip charts, pens and papers ď‚·Projectors that are used to connect the computeras well as assurestrainer is more comfortable about the operation of such kinds of computers ď‚·Power adapters Key personnel of Power video HR,peers and staff members. Venue ď‚·Proper chairs and Table and Conference Hall. ď‚·Air conditioners as well as Appropriate heaters that includes switches' location. ď‚·Proper environment regarding training ď‚·Signs that can provides notification learners venue cooperation. It can include within the in front of the rooms or within the entrance of the building(Lundkvist.and Gustavsson, 2018). Equipment ď‚·Microphones,, DVD players and Screens as well as audio players. 8
ď‚·flip charts, Paper, pens ď‚·Projectors that are used to connect the computeras well as assurestrainer is more comfortable about the operation of such kinds of computers ď‚·Internet accessas well as passwords(John. and Roberts, 2017). ď‚·Power adapters 4.1 Conduct a review regarding the training program success The main benefits of the health and safety training program for the Tesco is that keep their staff members will better training as they are able to understand more about the safety and health and also keep their working spacesafer. The firm because of the programme gets the well-trained staff(Evans. and Kersh, 2017).The crucial benefitregarding health and safety training is that the employees becomes more aware about how to keep their working place safer from the other team member. They also trained their staff members about the various risk assessment such as fire procedures. The staff members of Tesco feels safer and happy within the workplaces that will assist them to perform better their roles and responsibilities. Satisfaction and participation reaction The evaluation methods that can be used to measure the satisfaction such as the reaction of the employees toward the power point presentation, video and practice exercises are positive and also they feel very safe and happy. According to them trainer was good and also they want them back.The second levelfocuses on the analysis regarding knowledge acquisition. In the firm tesco employees can taking their training very seriously as they can be demonstrated as what they learned from their training so that the tesco managers send participants the exam in a week of the training ,they get the grades as per their performance. It can assist them to fill their gaps within knowledge(Doe. and Reio 2018). Their results can be share by the mangers as this can also fills their gaps of knowledgevery rapidly and also they are unable to pick the bad habits. The third method usedfor the purposes of evaluationis that the participants have to apply what they had to learned. Such as measures the results that the participants can apply it within the real world. The last but not the least evaluation is about the return of investment. By taking the course fees and add the wages of the staff that can spentwithin the course cost. Generally return on investment can the influence of the business influences, learning follows that 9
can understands that how to analysis trainingas well ascan be confident that they are able to measure the client's results and enhancetheir training protocols as an outcome(Lundkvist.and Gustavsson, 2018). CONCLUSION From the above report it had been concluded that Need of firms to train their staff member. Departmental level-the training for the whole department based on the needs of the individuals and their career goals. Organization training-supports the objectives of the strategic objectivesofthe firm. Individual level it is usedto one-to-one situation,the advantages of individual level is it is cost effective and more convenient. It also focused on the training used to enhancinglearn new skills job related. Technology isabroadframework are trainedon the specific skillsas per their tasks provides. It also focused on theobjectives,number of trainees ,training activity , material requirementsof the training programmes of theemployees of the Tesco.It also focused on the The evaluation methods focuses on theanalysis regarding knowledgeacquisition learned from their training s participants can apply it within the real world It can assist them to fill their gaps within knowledge. 10
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REFERENCES Books and journals Brown, K.G. ed., 2017.The Cambridge Handbook of Workplace Training and Employee Development. Cambridge University Press. Chuang, S., 2019. Exploring women-only training program for gender equality and women’s continuous professional development in the workplace.Higher Education, Skills and Work-Based Learning. Doe, M. and Reio Jr, T.G., 2018. CTSDL: The Role of Cross-Training through Self-Directed Learning in Reducing the Effects of Career Concern Stressors in the Workplace.Journal of Organizational Psychology. 18(5). pp.53-65. Evans, K. and Kersh, N., 2017. Competence development and workplace learning: enduring challenges in the interplay of policy and practice in the UK. InCompetence-based Vocational and Professional Education(pp. 317-335). Springer, Cham. Hughes, C., 2019. Valuing Independent Thought Within Cultural Groups in the Workplace. In Workforce Inter-Personnel Diversity(pp. 81-106). Palgrave Macmillan, Cham. John, M.T. and Roberts, D.G., 2017.Cultural adaptation in the workplace. Routledge. Lundkvist, A.H. and Gustavsson, M., 2018. Conditions for employee learning and innovation– interweaving competence development activities provided by a workplace development programme with everyday work activities in SMEs.Vocations and Learning. 11(1). pp.45-63. Medeiros, K. and Griffith, J., 2019. # Ustoo: How IO psychologists can extend the conversation on sexual harassment and sexual assault through workplace training.Industrial and Organizational Psychology. 12(1). pp.1-19. Pylväs, L., Nokelainen, P. and Rintala, H., 2018. Finnish apprenticeship training stakeholders’ perceptions of vocational expertise and experiences of workplace learning and guidance. Vocations and Learning. 11(2). pp.223-243. 11
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