Analysis of Training and Development Approaches: John Lewis Case Study

This report provides an analysis of the training and development strategies implemented at John Lewis, a major department store in Great Britain. The report identifies employee-related issues such as turnover, absenteeism, and demotivation, and proposes on-the-job training as a key solution. It defines training and development, highlighting the benefits of the on-the-job approach, including improved productivity, multi-skilling, and quick understanding. The report also discusses the disadvantages and risks associated with this approach, such as potential production delays and increased accident risks. Finally, it considers the impact of internal and external environmental factors on the implementation of training programs, emphasizing the role of technology and various stakeholders. The report concludes by emphasizing the importance of training and development in human resource management and recommending the on-the-job training method as an economical and effective solution for John Lewis.

HUMAN
RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Demonstrate clear understanding of training and development approach...................................3
Selection of appropriate approach...............................................................................................4
Advantages of the selected approach...........................................................................................4
Disadvantages and risk concerned with selected approach.........................................................4
Impact of internal and external environment on the implantation of selected approach.............5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resources depict those people who make and create workforce for the company and
business. In this context human resources department is developed within the company in order
to hire manpower and it is performed by human resource management to oversee several aspects
of employment considering the compliance with labour laws and Employment standards
administration of employees benefit considering the various aspects of recruitment and employee
off boarding (Lucas and Verry, 2016). Therefore to manage the employees and workforce of the
company Human Resource Department is responsible and also play a significant role in
motivating employees towards their better performance. To carry forward this report John Lewis
is considered which is the Departmental Store operates its business throughout the Great Britain
and also located in Ireland and Australia. Company was founded in 1864 and currently has
approximately 51 stores throughout the Great Britain. This report is going to cover the clear
understanding about the training and development approaches by considering the issues which
company currently face.
MAIN BODY
Demonstrate clear understanding of training and development approach
By analysing the issues which is faced by company in last 18 months is related with their
manpower and workforce which bring a downturn in the productivity customer satisfaction and
profitability of company. The issues arise from the side of employees include employees
turnover, absenteeism, demotivation among employees and work pressure. In relation with this
John Lewis need to organise training and development program by overseeing all its prominent
issues. Training and development is the only solution by which company can get over from all
the problems from the side of employees as it is considered as the main function of Human
Resource Management. In which training defines the Systematic procedure where employees are
guided and instructed about the various areas and learn many things concerning their job
(Madera and et. al., 2017). It put emphasis on teaching employees regarding the use of machines
and how to do specific task to enhance their efficiency. Meanwhile, development defines the
educational growth and maturity of people in order to manage various positions. The process of
development is concerned with the vision attitudes adaptability leadership and human relations.

Selection of appropriate approach
In relation with this John Lewis can opt on the job training approach by which they can
give training to their employees while pursuing their job role as well. It is considered as the most
effective training approach as according to this employee gain and learn knowledge while
pursuing their job and get direct instructions to practically perform the job on the actual work
floor. In relation with employees they can learn various skills which are required in them to
perform the specific task according to the condition and also get habitual to the working
environment (Noe and Kodwani, 2018). In context of this John Lewis does not need to bear any
additional cost considered in the Classroom lectures or separate setup for imparting training to
the workers. According to on the job training method employee can get knowledge through
various factors considering coaching, mentoring, job rotation, understudy, apprenticeship and job
instructional training.
Advantages of the selected approach
Organising training program is an external environment which is avoided by many
organisations but it is beneficial for employees to work in the dynamic and complex working
environment. In this context on the job training is beneficial for the John Lewis as it leads to to
improve the productivity of employees because when the workers are well skilled and
knowledge they exactly know what to do and how to do that leads to enhance the productivity
and performance of employees (Armstrong and Landers, 2018). Moreover this approach makes
the employee’s multi talented as employees learn various skills regarding their job that makes
them more skilled. In addition to this it also please to develop quick understanding as on the job
training offer learning environment to their employees that makes them quick learner and it is
also considered as a systematic approach by which employees get to know the right method to
accomplish their job.
Disadvantages and risk concerned with selected approach
For some employees it is not just sufficient to pass the skills and knowledge which is
required for the particular job as they need to carry prominent skills which is in the individual
since birth such as communication and leadership. Moreover on the job training is risky for John
Lewis as it can create problem at the time of production of finished goods as if this training ask
many queries at the time of operations and production which can distract other employees that
leads to delay in the production (Clarke and Higgs, 2016). On the job training method is

considered as costly and expensive as the trainees are assigned and distributed the various
resources of company in order to enhance their knowledge by practically using it. Along with
this on the job training method can increase the chances of accident within the company as when
the trainees work on the floor of John Lewis then it increases the risk of accidents as at the time
trainees are not aware about the usage of dangerous machine which can be harmful for them.
Impact of internal and external environment on the implantation of selected approach
Despite from this for the effectively implementation and conducting the training and
development activity for employees both the internal and external factors impact The functioning
of company in terms of production, supply, Finance and operations of company. It also includes
the permission of external elements considering the government, customers, shareholders,
investors and on the job training also influences the technological factor of company (Thory,
2016). In Modern Times each and every organization use advanced technology at their own level
and because of on the job training it can be overused and waste by the trainees as the does not
know how to use the resources in efficient manner.
CONCLUSION
Therefore, from the above findings it is analyzed that training and development is the
significant part of human Resource Management. Including this on the job training is proven as
the best method antonyms of economical effective and simple for the company. Moreover to
conduct these organizations does not need wide range of budget, complex training courses,
devoted training staff and also leads to enhance the productivity and performance of employees
that automatically reduces that absenteeism and turnover.

REFERENCES
Books and Journals
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership training
and development. Human Resource Management. 55(4). pp.541-565.
Lucas, R.E. and Verry, D., 2016. Restructuring the Malaysian economy: Development and
human resources. Springer.
Madera, J.M and et. al., 2017. Strategic human resources management research in hospitality and
tourism. International Journal of Contemporary Hospitality Management.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Thory, K., 2016. Developing meaningfulness at work through emotional intelligence
training. International Journal of Training and Development. 20(1). pp.58-77.