HRD Assessment: Training Strategies for Employee Development at MCC

This report provides a detailed analysis of training needs and strategies for employee development, focusing on the challenges faced by Metropolitan County Council (MCC). It emphasizes the importance of training needs analysis in identifying skill and knowledge gaps, improving employee performance, and aligning training with business objectives. The report outlines key problems such as budgetary pressures and increasing service demands, and proposes training strategies to address employee behaviors, skills, and attitudes. It also highlights the benefits of training, including increased company performance, improved organizational culture, and enhanced interpersonal skills. The report concludes by emphasizing the need for personalized training and continuous development to achieve SMART goals and improve overall efficiency and productivity within the organization. This document is available on Desklib, a platform providing AI-based study tools for students.

HRD-First Sit Assessment

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Importance of Training needs analysis in organisations and to employees................................3
Training strategies appropriate for dealing with employee’s behaviours, skills and attitudes.. .5
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Training and development means some educational activities within the firm which is
created in order to encourage people so that they can work properly. It is helpful to enhance the
personal and professional skills and knowledge level of staff members. Human resource of the
company major role is to select talented and right candidates and provide them training so that it
will be beneficial for firm’s performance. With the help of information and detailed instruction
managers of the company provide their team members a change to perform better to complete
their task.
The present report will provide detailed information about training and learning to improve
individual performance and self-management of people. This can be done through variety of
educational programs and techniques in order to motivate the employees. Mostly companies are
more focused on basic training and development programs to help employees grow their
technical skills, soft skills and basic communication skills which is beneficial for team work and
personal development/growth.
Importance of Training needs analysis in organisations and to employees.
Key problems- the issues faced MCC includes budgetary pressures, find savings and
provide services, a need to provide continuing development and learning programs of old and
new staff and also meeting increasing demands for services.
In order to deal with situation, MCC is considering a major cross council transformation
programme for the benefit of people. For this, managers want to control budgets and make
important and financial decisions.
Training programs provide lots of benefits to employees such as increase company’s
performance, boost employee performance, improve organisational culture. It is said that training
is a job oriented process which needs to adopt by employees of the company and members of the
organisation so that it can be helpful to develop personal skills. The major aim of training is to
develop skills and knowledge that are mostly needed to perform company’s task and their
existing job roles. Training help staff members improve their interpersonal skills to deal with
difficult task and learn new skills to accept challenges and become more competent at their jobs
responsibilities.

In today’s business environment, staff members of the company are required to be full of
knowledge and skilled in order to better perform their tasks. It is necessary for them to complete
their task or projects on given time period and perform in most effective and safe manner. So it is
important to review the state of employees training and development programs.
Advantages- A training needs analysis allows company to evaluate the employee’s performance,
knowledge level gaps, performance that diminish staff member’s productivity. Training needs
analysis is helpful to identify knowledge gaps of employees and understand their skills. This
method is really effective and helpful in improving solutions to assist the staff members and
company to build behavioural change. For example- for students and employees, conducting a
training needs analysis is their first and important stage to improve a successful training
program.
For an effective training program, proper training needs analysis is the major step to deal
with problem (Manresa, Bikfalvi and Simon, 2019). This method helps employees to determine
all the related programs of training that is essential to be completed in a certain period to allow
team so that they can easily complete their responsibilities and task. It is essential to understand
why people should do assessment on within time period.
Avoid wasting time on irrelevant training- with this method, an organisation can get a clear
and effective understanding of what is going on in the sessions. People can easily get knowledge
about training that not needed much efforts, money and time.
Identify knowledge gap- the major advantage of using this method is to identify employee’s
knowledge gap, so that it can be helpful to make necessary improvements. With the help of this
technique, one can identify the gaps in order to avoid any uncertainty (Rodriguez and Walters,
2017). So, it is important to outlines a potential issue and handle it, rather than becoming aware
of the skills gaps.
Reviewing past and current training programs- sometime it is difficult for people to check
what current training activities and programs are being implemented. So, it is essential for people
to review past and current performance, it will provide detailed information about weaknesses
and strengths in order to make present program more effective. This will make great
coordination between employees of the company. For example- in the company, managers of the
firm review past performance of the staff members

Putting training resources to good use- it helps people to put the resources of training to
better use, it means this method offer training and development to people who do not need it.
Helps to prioritise training and development needs- with the help of this method, people can
easily highlight the needs of training so that they can complete their task as soon as possible. For
example- sometimes it is difficult to decide about what are the most important training sessions,
this method will prioritise the needs of training.
The best way to keep ensure about right training for employees of the company is to
complete a program related to training needs analysis. Metropolitan county council is facing
different types of challenges and learning related issues so, they have initiated a major cross
council transformation learning programme. Therefore, most of the management team and senior
team are supporting the training to ensure accountability and driving of right attitudes.
According to experts, there are three key stages involved in training and development needs
analysis in order to ensure progress of business.
Identify on skill and knowledge- In training needs analysis, the very first stage is to decide
and identify on the skill sets and knowledge gaps in order to do jobs and task properly. Every
department need training, it means looking at every job responsibility within company separately
and consider things in various ways. In the company, it is necessary for employees and managers
to identify gaps before they become an issue. It’s better to outlines a potential issue and handle it
anyhow, always take a proactive method instead of waiting for something to go really wrong
related to business.
Evaluate the skills of employees- the another stage is to evaluate the skills of people
working in the firm, by looking their current knowledge managers can understand the overall
performance of the staff (Noe and Kodwani, 2018). This will allow managers to understand
behaviour, whether they are meeting expectations or not. If they feel staff needs to complete
further training and development program, managers tell them to complete their course to meet
the expected skill level.
Highlight the skills gap- after both the stage, another stage is to highlight the skills gap
means now the managers know where he wants his team to be and current position they are at.
So, managers need to utilize training sessions to help close skills gap and make team perfect.
After completing training needs analysis people will be able to plan their programme of
development, allowing staff members to align training to business patterns. It helps to take

decisions about important things such as prepare a budget for training, working practices and
others (Engetou, 2017). The major benefit of using this analysis is, to align training to improve
performance, and performance management in the firm. This method also be very helpful to map
out future plans for staff member’s improvement.
Training strategies appropriate for dealing with employee’s behaviours, skills and attitudes.
(1)
Training/learning strategies – training and learning strategies are built to accomplish the
goals which is related to educational purpose within the company. For example- teaching staff
members new skills by providing them best suited training and learning programs. Updating their
knowledge level based on new strategies such as coaching, video conference, lectures,
workshops. sometimes it is difficult to put off employee training, but for business to be
successful, it is necessary to have skill sets completed. The employees must have skills and
knowledge regarding business strategies and how to take training effective.
It is important to analyse the needs and objectives in order to achieve effective strategy of
training and development. Staff member training and development is necessary and most
important investments any company can make in their business strategies. If the employees are
not getting proper training and development in the company, then they will not be able to
achieve goals. It is necessary to take on a training effort, do hard work and contribute effectively
to complete task.
Managers of the company help employees by spending money wisely on their training and
development sessions. It is always better to create an overall strategy related to training and
learning courses to steer business plans so that it can be helpful for development of staff. By
analysing needs and goals of employees, they can easily design their training plan. This can be
done by choosing right type of training courses which is beneficial for the business success.
With the help of right training, the requirements of employees based performance can be
achieved successfully. Nowadays, managers and employees are more focused on reviewing the
market trends in particular industry. It’s better to ask questions such as it will be beneficial to
train seasonal staff and whether investment in upskilling will be helpful for future requirements.
By comparing the skills one can find out the gaps so that it will be helpful to understand the
current abilities of people. Understanding where improvement is needed will help employees
identify the training and learning courses. For example- if a student/ employee wants to achieve

success, it is necessary to prioritize training classes like what is more important, which training is
best suitable for different situation.
Every employee need proper training in order to improve employee engagement and
increase retention managers of the firm focus on employee motivation. Training is the best way
to treat staff in good way, this method motivates people so that they work hard and achieve
SMART goals. If done right, it can also improve the overall efficiency and productivity of the
company. Nowadays, company and human resource department are more focused on
personalised training, this will not only encourage employees but also build educational goals
and professional goals.
Advantages- With the help of employee behavioural training, managers can enhance the working
standard of the company. It will automatically improve the relationship between employees and
managers which is really effective for positive environment at workplace. With the help of
proper training, employee’s quality of work and leadership quality can be improved. If the
relationship between people in the firm is good, then it will create safe and friendly environment.
The staff members need to adopt leadership training which can improve their interpersonal
skills like listening skills, communication skills, time management skill and problem solving
skills. Firstly, they need to identify about their strengths and weaknesses. It will be really
effective to give employees a hands on experience of new knowledge and skills (Siddiqui and
Sahar, 2019). Proper training can teach people about how to manage every relationship during
employment, such as relation with customers, team members, top level management and lower
management team.
After assessing and prioritizing the need for training and learning courses, the next stage is
to deliver the type of training one will use and how it will be offered. There are different factors
to consider the training availability- internal resources and external resources. This will be really
effective in dealing with employee’s skills, attitudes and behaviours.
MCC’s new operating model focuses on improving accountability of manager, development
and training, improve staff behaviour and their culture in order to meet goals. The training
programs should be also considering new supervisors coming into posts, the people who are new
to human resource management and finance related processes. Managers needs to have a clear
picture of the financial terminology, the council needs to foster the best training sessions in

budget management which includes monitoring services requirements, income and expenditure
and financial goals.
Technology based learning- Due to heavy competition, the company are more focused on
new technology and innovation. With the increase in technology, computerized training program
become more prevalent for many people (Leonova and et.al., 2021). This includes e-learning
courses and computer based training, which also involves test, which can be beneficial to
understand the strengths and weaknesses. The major benefit of this method is that it allows
people to work through the study material at their own pace, it means they can learn anywhere
online.
By adopting this method, employees can minimize the traditional trend of classroom study.
With the help of videos and reading contents, the employees can easily achieve success in
training process. By working on this method, managers can easily foster the best training
sessions which includes financial goals and services requirement related to the council. It is the
best suited training course for the company because any number of individuals can take
participation at one time and from any location (Abba, 2018). The major drawback of this
method is that trainees are left unmonitored; it is difficult to find out whether staff members are
engaging with the study material.
To improve this situation, the best way to ensure about the engagement level, is to
incorporate various quizzes competition and feedback, interactive study material into the digital
classroom. By adopting this strategy, managers can pay attention on them, and inform people
about which is the best concepts to communicate effectively.
Short films and video conference- this method is most popular and well known as an
effective training method, because video can make people understand about the topic easily.
Employees can grasp things easily and more quickly by watching the videos and attending
conferences online. Some of the companies nowadays choose one method based on the material
while others combine different method into one video or short films only
This method includes screen recorded, presentation, live action which is beneficial for
achieving knowledge and goals. Animation is the style used by company to make people
understand their study material through visual examples. Managers used this method when the
topic is hard to understand by employees and difficult to record things. Live action is the best
method to explain about the appropriate and inappropriate interactions with the help of scenes

created as role play. With the help of this approach managers can show their employees how to
utilize new digital tools to learn things through different stages. For example- managers of the
council can make difficult material related to financial goals such as budget and income
expenditure, more attractive and engaging. Nowadays, company came into partnership with a
training video agency, it will be beneficial for them to save their time and energy. With the use
of this method, people can decrease their workload and frustration about how to manage
performance within the company.
On the job training- it is the most popular approach managers are using to train their staff
members. Human resource department of the firm hire new employee for specific job role and
taught the necessary skills to perform it on workplace with the help of supervisor or mentor. A
trainer on the floor teaches about the important topic and give proper guidance to work and
handle the difficult situation. Here, trainee learns by handling the job roles and this method is
also known as observing things by doing work (Paposa and Kumar, 2019). Case studies- in order
to develop and improve problem solving skills and analytical skills, managers of the company
could use case studies techniques. The employees of the firm are asked to analyse the case based
on their task and assignment and come up with solutions with effective theories and model.
Coaching- This is the process of development in which a person with high knowledge, skills
and experience in particular field, supports a learner so that they can easily achieve goals with
the help pf training sessions. It is the training method used by company’s manager to train their
staff members in which a more experience and skills people provides guidelines and suggestion.
It will help to develop the individual skills, knowledge level, self-confidence and overall
performance of the company which is beneficial for individual career and productivity. The
major benefit of using this method, it encourages people to take responsibility so that task can be
completed on time. It will help identify and improve high potential employees, which is really
beneficial for engagement (Training strategies and implementation, 2021).
With the proper use of this method, one can make critical decisions about career and
direction which is helpful to achieve professional and personal goals. Nowadays, company are
adopting workplace coaching which means two-way feedback between managers and employee.
In this process, both the parties collect feedback with the intention to work on areas for
development of skills and reinforce strengths in order to maintain sustainability. This process
will fix the weaknesses of employees and overall company, and also sustain the progress, growth

and development of individual productivity. The manager points out the mistakes and gives
proper solution and feedback to improve things. To perform this successfully manager needs to
have interpersonal competence, skills, knowledge and be able to establish supportive relations
with the learner.
For example- by implementing a mentorship program at organisation, company can create
employee skills improvement opportunities along with develops relations with new staff
members. This will ultimately employees feel supported and valued, he will feel really involved
in the company’s strategic decisions.
CONCLUSION
To concluded, Training needs analysis is really essential step in improving solutions in order
to assist the staff members of the company to build knowledge level and increase behaviour
change. By evaluating the report, it has been concluded that this method is helpful to ensure that
this technique is important, find solutions for issues. It can be helpful to evaluate the
performance indicators and increase overall performance by investing on training. Furthermore,
it has also summarized that an effective training will identify the major skill gaps and knowledge
gaps so proper steps can be taken. It will identify opportunities to further improve leadership
styles, communication skills and necessary changes. This will ultimately increase the trust, bond
between employees, management system and business performance.

REFERENCES
Books and Journals
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development. 3(10). pp.206-212.
Noe, R. A. and Kodwani, A. D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Susomrith, P., Coetzer, A. and Ampofo, E., 2019. Training and development in small
professional services firms. European Journal of Training and Development.
Manresa, A., Bikfalvi, A. and Simon, A., 2019. The impact of training and development
practices on innovation and financial performance. Industrial and Commercial Training.
Engetou, E., 2017. The impact of training and development on organizational performance.
Abba, M. T., 2018. Effects of training and development on employee retention in Bauchi State
Metropolis Banks. Operational Research. 4(1). pp.24-39.
Leonova, I. S. and et.al., 2021. STRATEGIC ANALYSIS OF THE MOTIVATION ON
EMPLOYEES'PRODUCTIVITY: A COMPENSATION BENEFITS, TRAINING AND
DEVELOPMENT PERSPECTIVE. Academy of Strategic Management Journal. 20. pp.1-
11.
Siddiqui, D. A. and Sahar, N., 2019. The impact of training & development and communication
on employee engagement–A study of banking sector. Sahar, N. and Siddiqui, DA (2019).
The Impact of Training & Development and Communication on Employee Engagement–A
Study of Banking Sector. Business Management and Strategy. 10(1). pp.23-40.
Paposa, K. K. and Kumar, Y. M., 2019. Impact of training and development practices on job
satisfaction: A study on faculty members of technical education institutes. Management
and Labour Studies. 44(3). pp.248-262.
Online
Training strategies and implementation. 2021. [Online]. Available through: <
https://app.croneri.co.uk/topics/training-strategies-and-implementation/indepth >