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People and Change Management: Training & Development and Work Allocation - page 2
Keywords: Training and Development, Training Needs Analysis, Performance Management, Motivation, Work Allocation, Planning,
By Rifa Motin on 22/11/2009
Level: Foundation Degree
Page Number: 2 of 7 pages: 1 2 3 4 5 6 7of learning and educational experiences.”
(Armstrong, pg535: 2006)
Training and development is a fundamental part of human resource management. The aim of training is to prepare an individual for the skills and knowledge they will need making them competent for their job, building a whole workforce which is skilled to do the job. The development of staff is equally vital as individuals need to be trained on skills that go beyond their job role preparing them for their future or on the other hand, making use of those skills when sudden change may take place in the organisation.
The compulsory training provided at HBOS begins with the induction on joining the company. Following the induction is the formal training for the job role but also general training that is required by all employees on an annual basis, e.g. Money Laundering to understand statutory regulations (FSA).
Training Needs Analysis
Although there is compulsory training in any organisation, a Training Needs Analysis should be conducted in order to recognize the training needs of each individual.
Conducting a training needs analysis will enable an organisation to identify the gaps between the skills the organisation or team needs and those that employees posses and set organisational objectives. See Appendix 1.0 to see how a TNA can be carried out.
Training needs can be identified using employee surveys, management observations, customer comments, etc.
At HBOS training needs are identified through one-to-one meetings with the team leader. Appendix 1.1 shows an example of training needs in the role of a claims administrator.
Individual learning styles
Training needs can be identified through various methods however; individuals have different learning styles and a preference to the approach of learning and training which need to be acknowledged.
In the ISA Team at HBOS, the team has adopted The Honey and Mumford Learning Style (1982) to their approach to training. Honey and Mumford identified four types of learners; Activists, Reflectors, Theorists and Pragmatists. Once they identify the type of learner the trainee is, it allows senior staff to plan and deliver effective training and help the trainee develop in a way that suits and motivates them.
The important of training
The purpose of training is to improve employee’s performances in their current jobs and to equip them for more demanding roles or a change in their role in the future. Training is expensive – external courses may need to be financed; internal courses requires resources such
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