Training Programme for Employability Skills at UNICEF, United Kingdom

This report outlines a comprehensive training program designed to enhance the employability skills of UNICEF employees in the United Kingdom. The program addresses the need for improved work readiness, focusing on key areas such as emotional intelligence, self-management, and confidence building. It includes a detailed analysis of training needs, setting developmental objectives, and choosing appropriate training styles. The report also discusses budget considerations, implementation strategies, and methods for measuring the effectiveness of the program. By investing in employee development, UNICEF aims to improve performance, increase retention rates, and ultimately achieve its mission of serving children.

Training programme at UNICEF,
United Kingdom

TABLE OF CONTENTS
Executive summary.........................................................................................................................1
Background of the report.................................................................................................................2
Training programme....................................................................................................................3
Recommendations............................................................................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Executive summary
Employees are one of the effective sources that lead to attain productivity of the organisation and
achieving desired profits. It is necessary for every organisation to motivate employees with
providing them desirable working conditions and training for key development of skills and
knowledge. Different employees belong from different backgrounds and it is necessary for
workplace to mould employees according to the environment of the business. Report has
presented about bringing development among the employees in one of the charitable group to
develop work readiness. Employer need to identify the key opportunity and organising training
programmes that will offer long term benefits to organisation and also provide advantage to the
employees.
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Background of the report
UNICEF is one of the leading fund generated organisation that works for changing government
policies and imposing practices that will protect the rights of the individuals in the UK and also
on International basis. It support children to rights and make them capable by offering them
clean water, food, healthcare, education and also safe environment that are terrorism free areas. It
mainly raises funds through funds, donations, sale of cards, gifts, partnerships with firms, etc
(Robinson, 2016). Currently the organisation is facing problems that are related to lack in skills
of the employees related to perform efficiently at the workplace. Report illustrates about
organising training programme that will offer long term advantage with developing
employability skills and preparing employees to deliver effective performance to serve children
at the workplace. Report will act as suitable opportunity for UNICEF to find development in
employees with key development of skills.
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Training programme
Organising employee training programmes will help to bring success in the organisation and will
add to generate efficiency in their performance (Bell et.al. 2017). There are different steps for
organising a training programme that is explained below that can be used by UNICEF for
improving the work capability of the employees.
Training need assessment
It is necessary to perform skills gap analysis that include identifying the difference between what
employers want and what actually employees offer. This will help UNICEF to meet with suitable
business goals with uniforming employee development and hiring programs. Here, UNICEF
business goal is to meet with needs of the children and also to train new employees that are
lacking skills of work readiness. In addition, it is required for employees to apply different
employability skills such as management skills, emotional intelligence and developing
confidence to make positive relationships at the workplace. For example, children need
personalised care and for this employees are required to handle with patient and control for
meeting with needs of the community. However, training programme includes key development
in the skills of the employees that are needed to be applied in their job (Scott and Davis, 2015).
Moreover, appropriate choice of training has been explained in below stages that will be
provided to employees.
Setting developmental objectives
Training is provided to meet with organisational goals and within the sake of cost, time and
money. Suitable objective of organising training programs for developing employability skills
includes:
 It includes one of the learning objectives that include observing development in skills
such as emotional intelligence, self management, energy management, self esteem and
confidence.
 Objective is to bring consistency in improving the performance of UNICEF in terms of
children care and developing effective relationships that will provide children, friendly
environment in the workplace (Carliner, 2015).
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 Improving the behaviour of the employees that will provide qualitative results in form of
satisfaction in standards of living of the Children in UNICEF.
 Development in key employability skills to develop effective performance of employees
with delivering positive outcomes.
This programme will help to improve the employability capability, reduction in key retention
rates, preparing employees for managerial role and achieving goals of the business.
Analysing results training could deliver
It is one of the plans that decides about how to organise a training programme and planning
before implementing at the workplace. It is necessary to analyse all the resources that will bring
development in objectives of the training. It includes asking employees about their strength and
weakness and making analysis of providing training in different styles (Pollock et.al. 2015). For
example, emotional intelligence will help to increase the capacity of employees to express on
ones emotions and making interpersonal relationships with the children at UNICEF. Self
management will lead to having the mindset of taking responsibility for completing the task and
working for well being at the workplace. Energy management on the other hand includes
delivering outcomes according to the physical and mental capability of the individual.
Confidence and esteem will lead to produce additional outcomes for betterment of the UNICEF.
Choice of appropriate training style
Main objective of organising training programme include bringing development in skills of the
employees to bring productivity in work performance. Choice of training programme is one of
the bases of varying needs, budgets and producing desirable outcomes. Here, employees are
needed to be provided skill based and management training that are concerned with improving
the work performances. Skill based training will provide development in skills and knowledge
that are required to perform job role. For example, care worker in UNICEF need to develop
effective emotional skills that includes understanding the need of children and reacting
accordingly (Tatebe and Mutch, 2015). Also Management skills are needed to be developed such
are building leaderships, motivation, effective decision making, etc. It will lead to develop
managerial ability and employees will take interest in their role.
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In addition, training to employees of UNICEF will be provided in groups as will help to develop
more employees at the same time. Also individual learning can be organised for low performers
that are needed to be paid special interest by providing freedom to shape their own learning. Self
learning is one of the effective concept that can be adopted and trained by managers or leaders of
UNICEF by motivating them to learn from surrounding and apply those learning in their work
performance (Ibarrarán et.al. 2015).
Budget and Timelines
The overall training programme will cost about $50,000 and will take almost one year to
organise the training and expecting out actual results in terms of treatment provided to number of
children, increase in funds and more expansion of brand in eyes of the society. Training will be
organised separately for different levels of organisation and divided among the basis of top,
middle and lower management. It require different tool such as Word, Excel, and Office
programs to create handouts, Materials for hands-on and role-playing elements of the training
and e- learning authorized tools to complete training.
Implementing and Communication of training
After designing the actual plan for training it is required to communicate training and
implementing it within the organisation. It is necessary to communicate every member of the
UNICEF about the training by organising meeting and clarifying the date, time and location
where the training will be conducted. For example, training can be organised between Tuesdays
to Friday as Monday and Saturday employees catch up and finish up work. It is necessary to
consider utilising the internet, emails, and posters to communicate about the training to the
employees (Rigoni and Asplund, 2017).
Measuring effectiveness
Just organising training and implementing within the organisation is not just enough, it is
necessary for measuring the actual deliverables or results that occur after provision of training. In
addition to measure the effectiveness of training Kirkpatrick model can be used that includes
dividing the effectiveness among four levels. It includes measuring the reaction, learning,
behaviour, and benefits provided to organisation. For example, training regarding management
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and employability skills can be observed observing employees when they are working such as
dealing with the patient, handling work, accepting challenges and working for betterment of the
organisation (Davis, 2015).
Figure 1: Training Framework
(Source: Author)
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Recommendations
Organising training and evaluating effective results is not difficult task but still employer or
organised face challenges in training programme. These challenges include changes in behaviour
of employee, improper communication, lack in understanding etc. However, it is suggested for
UNICEF to communicate prior with the employees and assess their work performances before
organising training. In addition, training programme is needed to be properly organised and
supervised according to planned budget and resources that will help to optimum utilisation of
resources (Rigoni and Asplund, 2017). Also proper decision making regarding training
programme by manager will lead to gain effective results out of the organisation. In addition,
training is for betterment of employees that will provide qualitative services to meet with needs
and serve comfort to children of the society.
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Conclusion
Training and development activities are one of the important elements that will lead to bring
consistency and efficiency in work performance of employees and also on overall organisation.
Report has clarified about organising training programmes that will lead to bring effectiveness
among the employees. Developing skills of employees will lead to produce long term benefits in
the form of consistent performance and gaining sustainability in the business in terms of meeting
with needs of the children in UNICEF and expansion of brand in development of the community.
Training will not only lead to benefit organisation but individual will be able to observe personal
development that will help to meet with personal goals.
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References
Books and Journals
 Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of
training and development research: What we know and where we should go. Journal of
Applied Psychology, 102(3), p.305.
 Carliner, S., 2015. Training design basics. Association for Talent Development.
 Davis, P.J., 2015. Implementing an employee career-development strategy: How to build
commitment and retain employees. Human Resource Management International
Digest, 23(4), pp.28-32.
 Ibarrarán, P., Kluve, J., Ripani, L. and Rosas, D., 2015. Experimental evidence on the
long-term impacts of a youth training program.
 Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough
learning: How to turn training and development into business results. John Wiley & Sons.
 Rigoni, B. and Asplund, J., 2017. Strengths-based employee development: the business
results. Gallup Business J retrieved: gallup. com/businessjournal/193499/strengths-based.
employee-development-business-results. aspx. Accessed, 12.
 Robinson, C., 2016. Listening to the Voices of Young People: Working Towards the
Genuine Participating Young People in Discussions About School Transformation.
In Reimagining the Purpose of Schools and Educational Organisations (pp. 79-91).
Springer, Cham.
 Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and
open systems perspectives. Routledge.
 Tatebe, J. and Mutch, C., 2015. Perspectives on education, children and young people in
disaster risk reduction. International Journal of Disaster Risk Reduction, 14, pp.108-114.
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