Innovative Practice Assessment 2: Training & Risk Management

This report provides an analysis of a training and learning program for school lunchtime supervisors, utilizing the Creative Problem Solving (CPS) model to identify problems and propose solutions. It evaluates the risks associated with the training program, including challenges related to change management, employee turnover, and slow ramp-up times. The report recommends strategies for mitigating these risks, such as conducting regular meetings, engaging employees in activities, and adopting effective learning strategies. The training program covers topics like leadership, supervision techniques, discipline, and performance standards, with a focus on practical application and continuous improvement through feedback and mentoring. The goal is to enhance the skills and knowledge of lunchtime supervisors, improve their performance, and reduce employee turnover.

Innovative Practice Assessment 2

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
Presenting CPS Model.................................................................................................................3
TASK 2............................................................................................................................................6
Flow chart of training and monitoring.........................................................................................6
TASK 3............................................................................................................................................8
Risk associated with training programme....................................................................................8
CONCLUSIONs..............................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
The human resources management play huge role in bringing the innovation and creative
ideas within the organization in order to accomplish the goal in effective as well as efficient
manner. The human resources management is responsible for providing training and
development programme to the employees in order to enhance their skills and knowledge. The
present report is based on the case study which is regarding the investigating a training and
learning programme: school lunchtime supervisors. The present report will highlight the model
and delivered justified programme. Furthermore the report will determine the risk from training
programme provide recommendation for dealing with the risks.
MAIN BODY
TASK 1
Presenting CPS Model
Creative problem solving is known as well define process that will contribute in identifying
problem and finding appropriate solutions for them. Along with this, creative ideas not suddenly
appear in mind instead it need to be solved in order to accomplish particular goal. Moreover, CP
is simple process that involves breaking down problem to understand it as well as generate ideas
to solve the problem and to evaluate those ideas to find the most suitable solution. This type of
approach has been used by highly creative people and less creative people can learn from this
simple process (Greene and Winkler, 2019). Along with this, it can be used in company in order
to solve the issues through making use of effective ideas. It is long process but it is generally
focused on innovation and involves seven steps.
Identify the problem: This is known as first step and most important as identifying problem
is real goal. Along with this, problems are breakdown in smaller part so that it can be solve
easily. In the case of Hull university there has been issues of finding appropriate lunch
supervisor that can manage catering and provide supervision to children during lunch break. This
is the major issues as most the school are facing problem in conducting the activity of day time
lunch programme. Along with this, they are also looking for skill full person who can take
responsible for this job.

Research the problem: It has been found that all 71 participant of school are facing this issues
as most of the employees are not skilled or have lack of training and some of them are leaving
the organization as this job is undervalued (Rai and Sahu, 2020). Although it is hard to
understand and manage the behaviour of children needs and there is lack of integration of
supervisor with wider school team.
Formulating one or more creative challenges:
The next step is to turn problem into creative challenge so that it can be solved easily and in
timely manner. Along with this, the question has been formed such as what will be ways to find
appropriate candidates for lunch supervisor.
Generate ideas:
In order to solve the issues of lunch supervisor each school need to advertise the details
regarding job requirement and details of skill need to mention so that candidates can apply
according to their interest. Along with this, proper training need to be given to the candidates so
that it can work properly and able to manage the issue (Almaiah and et.al., 2022). It need to be
given both practical and theoretical knowledge so that supervisor is able to work more properly
and will stay in company for longer time.
Combine and evaluate idea:
Educational institution can advertise about the vacancy of job through traditional and social
media in order to find right candidate. Although the interview process should be strict in which
both practical and theoretical knowledge of candidate will be judge so that right person can be
selected from all the participant. Along with this, after selecting the candidate there should be
given appropriate training in which goals related to company need to explained as well as their
roles need to elaborate to them. If the participant knows its duty, then there is less chance on any
fault while delivery the services (Haugen and et.al., 2019). Moreover, such programmes should
be guided by senior manager so that it can find what are the issues faced by candidates. Although
such programmes need to conducted once in 6 months so that supervisor can work properly. In
addition to this, f both and induction will be combined together then it will help organization in
identifying the right person and it will also employee turnover rate. However, company has to
spend certain amount for conducting such activity which can increase their operational cost.
Action plan
Training topic Steps and methods Hours

Role of the supervisor Define the state of leadership
and task that need to be
performed. Along with this,
trainee have to define how
their value. Moreover,
personality traits need to be
define to them as it helps them
in learning skill.
Along with this, vision and
mission of the trainee should
be align with company goal so
that it stay motivated (Olaolu
and Obaji, 2020).
3 hours
Techniques of supervision Trainer should make them
understand about effective
collaboration relationship.
Although it need to be
taught about behaviour of
student so that it can work
effectively.
2 hours
Discipline Discuss about the rules and
policy of the company as well
as describe the supervisor role
related to discipline process.
2 hours.
Performance standards Describe and discussed about
ways company measure their
performance.
3 hours
TASK 2
Flow chart of training and monitoring

The company will be conducting training programme in which participant will be
selected through interview. It has been further divided in to two part such as fresher and
experienced. Both types of candidates will be give join pre-process training and they will be
evaluated on this process. Along with this, unsuccessful candidates will be terminated and
successful will be asked join the organization. However, this process will allow the organization
in finding right candidates (Al Karim, 2019). Moreover, after selection of candidates the
company need to select material for developing the personality of candidates such as workshop
or meeting need to be held as to make them aware about rules and regulation of company so that
it can align their goals with them and contribute in the success. However, it is necessary in each
company to conduct induction programme so that selected employees are aware about workplace
culture. In addition to this, the most important aspect is that company should conduct training so
that employees can learn about the skill required for doing the task. Moreover, there are two
types of training given to the candidates such an on job training under the supervisor of senior
manage so that it gains practical knowledge about the organization and the way to do the task in
effective manner. Although this will allow the trainee to learn new things easily and to manage
their work correctly. The online training is given to people that live in remote area and working
from home due to illness or other reasoned. In online platform they will be provided with lecture
and live videos to understand their task (Al Karim, 2019). Moreover, a lunch supervisor it is
important for them to have good communication skill so that it can interact and share their
thoughts and ideas. It is crucial for them to understand the behaviour of children so that it can
deal with their issue. As well as it should know how to manage things so that it can able to work.
Thus, all these skill will be taught to them during training.
Moreover, assessment of training is done in order to known how much knowledge does
candidate having after attaining the session. Although there are various ways through which
organization can assess the trainee such as KPI it will help in measuring employees progress
towards goals and it has been used to identify knowledge gaps and refining training procedure.
This method will help in accurately evaluate training effectiveness. In addition to this, the senior
manager will observe the behaviour of employees during the effective training in order to
analyse the action taken by trainee (Boadu and et.al., 2018). However, after training program the
manager will see if candidate is applying the new skill and procedure throughout the training. In

addition to this, feedback need to be taken in order to identify the insights of working and this
will allow to share their experience with training. However, if constructive feedback is
maintaining in the company then better training will be conducted in future.
Moreover, in the last stage of follow up the HR manager will assess the performance of
employees so that it can identify where more improvement is required. Although a mentoring
team will be set so that it can look after any issue faced by the employees. Thus, it will
contribute in doing the work more effectively. In addition to this, informal questionnaire
feedback and on job performance can be taken up so to identify any issue face by the employee
while working in the organization.
TASK 3
Risk associated with training programme
There is various type of risk which can be presented in external and internal environment
of the business. Moreover, while conducting the training programme company has to face some
challenges. The most common is dealing with the change firm which may occur due to
implementation of new policy or issues like staffing and technology. The company has to make
changes in their programme due to impact of any external and internal factor. Moreover, in the
time of pandemic most of the schools have started cooking mid meal for not only students but
other people so it was a challenge for lunch supervisor to manage large number of distribution.
In addition to this, most of the students and parents do not trust school with healthy food so this
resulted in wastage of food material. In addition to this, it was challenging for lunch supervisor
to build trust of their customer in order to reduce wastage (Kozhakhmet and et.al., 2022).
Although in order to solve this problem of meeting with changes it can conduct meeting with the
employees of canteen and make them aware about new policy of working so that it can work
accordingly. In addition to this, it can make list of students that want to take advantage of lunch
programme as it will help in making the food according to the people need and there will be no
wastage of food material. Moreover, another issues during the training programme is that if it is
not organized properly then it may lead in higher chance of employer turnover rate.
Although unorganized programme may lead in causing employee to re think their decision
to stay in the organization. It may lead creating disengagement between the employees and this
will contribute in building negative culture in workplace area and due to that subordinates will
feel demotivated and lack of confidence. So in order to deal with this issue the Lunch supervisor

will have to come up with innovative strategy need to be used by them such as hiring employees
that can collaborate and adjust with changing business environment. In addition to this, during
the training supervisor should keep their employees engage by keeping them involve in the
activates. Thus, proper learning strategy need to be adopted in order to work and stay connected
with the employees. Another common risk is slowed ramp time such as without effective
learning support employees will suffer long to learn new skill (Maheshwari and Vohra, 2018).
However, if employees do not see any growth in their productivity then they tend to live the
organization. Thus, in order to make them stay it is important for the company to conduct such
programme on timely manner. In addition to this, slow ramp time will drive up cost for idle time
and it will also increase the risk associated with trial and error learning. Although in order to
reduce this risk lunch supervisor can make use of E- learning as it is cost effective and scalable
way to provide ongoing employee training and support the company to achieve long term
strategic goal. Furthermore, in order to avoid risk, the manger need to align strategy and
business goal so that better vision can be created. Alignment will help in designing and training
and achieve the objectives of the business in effective manner.
CONCLUSION
From the above report it will be concluded that the training and development programme play
huge role in the proper function and managing the task of association in effective as well as
efficient manner. The presented report mentioned 4-6 stages of Osborne-Pares CPS model.
Furthermore the report mentioned the flow chart of the training and development for the further
welfare. Along with that report highlighted that the organization has the opportunity to resolve
the risk in an appropriate manner by utilizing unique skills and knowledge as everyone has
different mind set of performing task within the organization. the study determines the area of
improvement and deliver solution for decreasing the risk in adequate manner

REFERENCES
Books and journals
Adomi, E. E. and Famola, M. O., 2020. Training and development of cataloguers in National
Library of Nigeria. International Academic Journal of Social Sciences. 1(1). pp.16-25.
Al Karim, R., 2019. Impact of different training and development programs on employee
performance in Bangladesh perspective. International Journal of Entrepreneurial
Research. 2(1). pp.8-14.
Almaiah, M. A. and et.al., 2022. A Novel Hybrid Trustworthy Decentralized Authentication
and Data Preservation Model for Digital Healthcare IoT Based CPS. Sensors. 22(4). p.1448.
Boadu, F. and et.al., 2018. MNEs subsidiary training and development and firm innovative
performance: The moderating effects of tacit and explicit knowledge received from
headquarters. Sustainability. 10(11). p.4208.
Greene, R. and Winkler, J., 2019. Collaborative & Proactive Solutions (CPS): A review of
research findings in families, schools, and treatment facilities. Clinical Child and Family
Psychology Review. 22(4). pp.549-561.
Haugen, T. and et.al., 2019. The training and development of elite sprint performance: an
integration of scientific and best practice literature. Sports medicine-open. 5(1). pp.1-16.
Kozhakhmet, S. and et.al., 2022. How training and development practices contribute to
research productivity: a moderated mediation model. Studies in Higher Education. 47(2).
pp.437-449.
Maheshwari, S. and Vohra, V., 2018. Role of training and development practices in
implementing change. International Journal of Learning and Change. 10(2). pp.131-162.
Olaolu, D. and Obaji, N. O., 2020. An assessment on the influence of entrepreneurial
training, risk-taking and innovativeness on SMEs development in Nigeria. Journal of
Economics and Business.3(1).
Rai, R. and Sahu, C. K., 2020. Driven by data or derived through physics? a review of hybrid
physics guided machine learning techniques with cyber-physical system (cps) focus. IEEE
Access. 8. pp.71050-71073.
1

2