Comprehensive Analysis of Training and Development in the UK Report

This report delves into the multifaceted realm of training and development, focusing on theories, approaches, and current trends prevalent in the United Kingdom. It begins by exploring various training and development theories, such as Kirkpatrick's four-level training model, system models, and instructional system development models, highlighting their applications and benefits. The report then examines different approaches to training and development, including systematic and three-fold approaches, emphasizing their impact on organizational performance. Finally, it investigates current training trends in the UK, such as on-the-job training, e-learning, social media integration, and flipped classrooms. The report utilizes examples from various UK companies like British Petroleum, British Airways, and Reuters to illustrate the practical implementation and effectiveness of these concepts. Overall, the report provides a comprehensive overview of training and development practices, offering valuable insights into their significance and application in the UK business landscape.

Training and development
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Table of Contents
INTRODUCTION ...............................................................................................................................4
Training and development theories..................................................................................................4
Approaches of training and development........................................................................................5
Current Training trends in UK ........................................................................................................7
CONCLUSION..................................................................................................................................10
References...........................................................................................................................................11
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Illustration Index
Illustration 1: Fields of training............................................................................................................5
Illustration 2: Increase in learning and development............................................................................7
Illustration 3: Percetage of e learing method........................................................................................8
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INTRODUCTION
Training and development is an ongoing process in which efforts are made by the
organisations to improve the performance of employees using various programs. In current
scenario, training and development is one of the most essential part of organisations (Training and
development. 2015). The present study consists of training and development trends used in UK,
theories and concepts related to it and approaches with their impact on organisations. In end, the
study is concluded in the form of summary with key findings.
Training and development theories
With the change in working environment requirement of training and development has been
increased for improvement and development of employees. As per the research of DeSario et.al
1994, “Training theories are designed for enhancing the employee's learning and developing
opportunities” (DeSario et.al 1994). For delivering training to the team or staff members, company
should have proper knowledge of training theories for improving the effectiveness.
According to the Reigeluth, 2013, “Kirkpatrick's four level training model can help
organisations in objectively analysis of the effectiveness and impact of training to improve the
present and future as well” (Reigeluth, 2013). In respect to this statement, Kirkpatrick's model
consists of four stages which are reaction, learning, behaviour and results. As per the statement,
British Petroleum uses these stages for knowing the training effects and its results by various means
such as observations, questionnaires, face to face interviews, feedbacks, etc. By giving emphasis to
each and every level as per the requirement of worker's learning needs, organisation can enhance
knowledge and skills with performance. In context of above Dochy and et.al., 2012, have stated that
“Reaction is important to measure as it helps company in identifying impact and results of training
program. This makes company to improve their training strategies for future trainees ” (Dochy and
et.al., 2012). In favour of this, British Petroleum uses this theory for knowing the learning needs
and providing new opportunities to the employees. Similarly learning, behaviour and results helps
company in finding their loopholes and effectiveness of training programmes. This theory results to
better implementation of training and development programmes for improvement of employees and
firm as well.
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On the other hand Peet and Hartwick, 2015, have asserted that “System model of training
are more beneficial for improving the efficiency of employees” (Peet and Hartwick, 2015).This
model has five phases which are analyse, design, develop, execute and evaluate. Firms can repeat
this model for providing training on monthly basis as it gives perfect results and achieves the
purpose of improvement and development of employees along their performance. For example,
John Lewis uses this process model for step to step implementation of training programmes which
prevent from any kind of risk and if it occur then it keeps alternative with it. In the contrast
Edwards and et.al., 2013 have suggested that, “Instructional system development model is for
solving the problems and issues arises during training programs” (Edwards and et.al., 2013). This
model is widely used by companies now a days because in this training objectives are determined
on the basis of job responsibilities, job description and employee's progress. It consists of five
stages which are analysis, planning, development, execution and evaluation. Proper implementation
of these theories during training and development activities can achieve expected results (Chand,
2015). For example BT Group PLC uses this technique for solving their problems arises during
training and development programs. Through this, it identify the performance and progress of
employees in their specialised fields.
Approaches of training and development
According to the Van Den Akker and et.al., 2012, “Individuals require systematic
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Illustration 1: Fields of training
Source (Training and development. 2015)

development of their knowledge, skills and attitudes for performing their task effectively” ( Van
Den Akker and et.al., 2012). For development of individuals its is important to use systematic
approach for obtaining expected outcomes. These approaches design training and development
programmes perfectly by planning each and everything properly. British Airways is in favour of this
statement and uses the systematic approach to enhance the skills, knowledge and capabilities of
their employees. As per the impact, the airline is UK's leading airline which satisfies its employees
and customers as well. Ford, 2014, has stated that “Systematic training covers various stages which
are inter related to each other. These stages are analysing training needs, setting objectives,
designing training strategy, implementing strategy and validation” (Ford, 2014). By following
above stages step by step organisation can fulfil its purpose behind the training programmes.
As the view point of Grossman, Heyne and Salas, 2014, “Training needs can be identified
properly by using instruments which are proven for training needs analysis” (Grossman, Heyne and
Salas, 2014). The first requirement of training approach is to analyse training needs and whole
approach depends upon this first stage. So for finding appropriate needs organisations can use
various techniques such as questionnaires, observation, feedbacks, face to face interview, etc.
British Airways conduct various programs and activities time to time and enhance the knowledge of
employees which helps in their career growth. According to Meza and Mogos, 2013, “Systematic
approach improves existing condition of organisations and provide them opportunities to enhance
their market position” (Meza and Mogos, 2013). This approach impacts positively on working
environment of company which improves HR functions and productivity as well. Improvement in
firms increase improves their working styles and it increase their market value.
In contrast of above statement Khosla, 2015, has demonstrated that “Impact of training on
enterprise depends upon the way approaches are implemented. Using right approach but
implementing it in wrong manner will not provide required results” (Khosla, 2015). Proper
designing and implementing leads to provide expected outcomes otherwise it is wastage of time and
money which sometimes effects working of company and creates huge losses to it. For example,
Firestone Tire & Rubber and Laura Ashley were leading companies of their time but due to
inappropriate action regarding the changes takes them to great loss. The reason was not that they
did not act related to the change but they did not act in appropriate manner so it is more important to
act perfectly.
On the other hand, McGhee and Thayer 1961 suggest that, “Three fold approach is best
approach for effectual training and development. This approach should be implemented by using
three steps i.e. organisational analysis, task analysis and person analysis ” (McGhee and Thayer
1961). In respect to this approach, organisational analysis includes capability of company for
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conducting training programmes for improving employees performance and developing their
personality. In favour of above study Rosnati and et.al., 2015, have identified that “Three fold
approach gives company an opportunity to update itself and its employees as per the market need
and current acquirements” (Rosnati and et.al., 2015). In this favour, McDonalds also use this
approach for fighting with its competitors such as Burger King and Taco Bell. Initially it was very
slow to change and due to this, it was not getting position in market but after using this approach it
get the expected results and makes a remarkable place in market. In spite of all the above
researches, Penny and et.al., 2015, have explored that “Training approaches can only give expected
result, if they are implementing with proper training methods” (Penny and et.al., 2015). For getting
appropriate results of training and development activities it is necessary to choose proper training
method as per the requirement of existing condition. Training methods include case study, lecture,
discussions, role plays, brain storming, business games, programmed learning and many more. The
companies such as ITC, Larsen and Turbo, Vodafone Group, etc uses off the job training method to
train their employees and have their own training institutions.
Similarly Berlin, 2013, has found that “Companies have huge range of training methods for
conducting effective training session. They can combine one or more training methods to make it
more effective and beneficial for staff” (Berlin, 2013). It is the responsibility of firms to choose
appropriate training method for enhancing the employee's skills and knowledge. It depends upon
them how they can make training session interesting and learning for getting active participation
from workers. For example, Wendy's uses an excellent training video for teaching their employees
about the cooking of perfect burger. The concept of this video was so true that it effects the
employees at a time and gives the expected results to the company. As per the view of Ellinger and
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Illust
ration 2: Increase in learning and development
Source (Training and development. 2015)

Kim, 2014, “Organisation can achieve growth by implementing this strategy and provide various
learning opportunities to employees” (Ellinger and Kim, 2014). These approaches improves the
performance of employees and increase the opportunities of career growth in the future.
Current Training trends in UK
According to the Khosla, 2015, “Companies are finding new ways for increasing their
capabilities and strengthens for facing challenges”(Khosla, 2015). With increasing opportunities
challenges are also increasing and to face these challenges and to get full benefits of market
opportunities, companies are implementing new and innovative techniques for improving their
performance with employee development. Similarly Ford, 2014,found that “On the job training
programmes and coaching by lie managers is one of the most effective strategy working for
company's improvement from last five years” (Ford, 2014). The most expected changes in job
performance are noted in last two years which are result of coaching technique. In favour of the
above statement some companies uses Brown Bag Lunch training method for personnel
development which takes place as On the job training method. On the other hand Reigeluth, 2013,
give more emphasis to e learning and state that “By combing e learning method with other methods
companies can achieve their expected outcomes”(Reigeluth, 2013). e learning methods are
increasing with the increasing use of internet and this method provide various learning opportunities
to employees. This method is one of the common method now a days and has increased by 21%.
For example, Reuters is the world's largest multimedia news agency which uses e learning method
for train and develop their employees (2014 Survey on trends in learning and development. 2014).
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Illustration 3: Percetage of e learing method
Source (Training and development. 2015)

In favour of above study Peet and Hartwick, 2015, identified that “Employees has claim that
more learning and developing can be done socially by using social media and various
applications”(Peet and Hartwick, 2015). Use of social media and applications are common now a
days where people share their ideas and thoughts and learns new things. Proper use of these
applications and social media sites can result to overall development of individuals. For example,
Sun Micro systems uses social learning exchange training system which includes real time videos
and recordings. In oppose of the above statement Meza and Mogos, 2013, said that “e learning and
Mlearning methods make employees to bring their own devices or make companies to purchase
their own devices for training activities which effects economic status of employees and company”
(Meza and Mogos, 2013). From a research it has been found that 25% of UK organisations are
using blogs and social media sites for improving their training sessions (Training and development.
2015). SweetRush is one of the popular company in UK which uses e learning method for trai their
100 employees which later increase to 500 due to the effective results and proper work
relationships.
In the context of new training trends Rosnati and et.al., 2015, got that “UK companies are
improving their efficiency by using flipped classrooms for train their employees” (Rosnati and
et.al., 2015). In this technique, employees read the training material out of the classes ad then
discuss it with each other and in the end apply those materials in the classrooms. It enhance various
skills, creativity, innovativeness, communication skills, knowledge and information etc of staff
members. From the research of Penny and et.al., 2015, it has found that “Only 8% companies thinks
that their economic conditions are improved whereas half of the public and private sectors found
reduction in their resources and funds which results to decrease in training spending ” (Penny and
et.al., 2015). Average and small firms decrease their spendings on training by 12% and big
organisations cut it by 5% in 2012. This makes large organisations to use cheaper techniques such
as e learning. Similar to the above content Grossman, Heyne and Salas, 2014, said that “Leadership
trainings are one of the popular training and 85% of companies said that they are going to continue
leadership activities” (Grossman, Heyne and Salas, 2014). As per the same research, it is also found
that only 6% companies do not want to continues and 10% firms do not know about this type of
training. By improving skills and knowledge of leaders companies are lowering their barrier of
internal coaching so that leaders becomes more capable of guiding their team members(Trends and
emerging areas for learning and development. 2013). In context of this statement, City & Guilds
Kineo leads to world's leading businesses by using appropriate learning methods and techniques
which results to improve its performance.
In relation to the above evidence Edwards and et.al., 2013, demonstrated that “Internal
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factors of firms also effects the training and development process which includes 36% lack of
senior management commitment, 33% cost and resource implications and 41% lack of knowledge
about the impact of training and development ” (Edwards and et.al., 2013). Internal factors of firms
need to be cooperative and should be aware about impacts of training sessions which helps in
conducting proper training programs. In present scenario it has been found that organisations are
suffering from capability gaps which includes analytical and technical skills along with lack of
confidence in using technologies. For Example, Bottom-Lie Performance uses the right learning
solution for each client to enhance their skills and knowledge. In response to the above statement
Grossman, Heyne and Salas, 2014, said that “For maximizing the values of company's investments
they need to make sure that they have right skills at top place as importance of learning and
development should not be underestimated” (Grossman, Heyne and Salas, 2014). By proper
analysing the required skills and providing Training accordingly helps organisations in achieving
their objectives and to compete with market. This is essential for the growth of employees and
organisations as well.
According to Noe and et.al., 2014, “Coaching technique of training has gained popularity
among UK companies in last ten years” (Noe and et.al., 2014). In respect of this, for growing
coaching capabilities of any organisation, they need to determine firstly their motives for
implementing this activity. They also need to be confirmed that coaching will make a performance
difference and will give expected results. From the survey of Rosnati and et.al., 2015, it has been
found that “56% organisations keeps learning and development strategy in written form which
means that business managers and trainees do not have explicit clear and consistent reference point
to check their own strategies” (Rosnati and et.al., 2015). In relate to this, documentation of training
and development strategies helps organisations in comparing their past and present performance for
determining level of improvement. With proper paper work, companies can keep a record of type of
training, status of training, problems occurred during it, solutions used for resolving them, effective
strategy, etc. For example, Epic Learning Group uses e learning method, multi device learning,
mobile learning, etc for betterment of employees. As per the view of Dochy and et.al., 2012,
“Adaptive learning is taking place in market for providing training to employees. This breaks the
traditional models and allow employees to learn and develop them by their own” (Dochy and et.al.,
2012). This methodology is gaining popularity in organisations as it provide opportunities for
monitor them individually and to determine their learning needs which suits as per the current
scenario (Wentworth and et.al., 2014.).
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CONCLUSION
Training and development is one of the important part of any organisation for achieving
growth and working according to the demand of time. Training and development consists of various
theories which helps companies in achieving their objectives effectively. This also provides
employee learning opportunities which increase their career growth and also makes them satisfied
related to their job. With the changing time, market of UK is also changing which leads to use to
new techniques and trends in training and development.
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