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People and Change Management: Training & Development and Work Allocation - page 4
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: 4 of 7 pages: 1 2 3 4 5 6 7desired goal. An individual may have the desire to achieve their goals, but lacks the initiative to take action. Motivation is a tactic used to strengthen one’s ambition by providing incentives to initiate the achievement of the goal. E.g. Maslow and Hertzberg (Appendix 1.5 for theoretical principles)
HBOS meet the criteria of Hertzberg’s theory; staffs are recognized for their hard work and their development is awarded with greater responsibility. The hygiene factors are met by providing the pay increases every 12 months, working conditions are satisfactory and relationships on the teams generally are good. Job security on the other hand is not as strong as the recent economic downturn and deficits in the financial industry means that employees can be expected to be made redundant.
Work Allocation and Planning
“…planning can be seen as integrated decision making…bring together a series of decisions so that they relate to each other and form a rational whole to establish the action to be taken.”
(Hannagan, pg171)
Planning in basic terms is setting objectives for an organisation, team or individual and deciding ways in which to approach and achieve the objectives.
Following the acquisition of HBOS by Lloyds TSB, the organisation is now known as Lloyds Banking Group. Although the organisation does not have a clear mission statement, their vision statement can be found on their website:
(See appendix 1.6)
When planning the aims and activities of an organization, work allocation has to given importance to ensure there is a fair allocation of work to all employees to help the teams and overall organization to work effectively. There are many factors which may affect the allocation of work, for example the allocation of work on the ISA Claims Team has to be distributed based on the skills, knowledge and abilities of each administrator to ensure that each individual is allocated work that meets their abilities.
Conclusion
The analysis of this report shows that HBOS have planned and implemented the measures needed to provide affective training and development and the allocation of work. The management of the team delivers appropriate training and encourages their staff to develop themselves to increase their skills base. The allocation of work is carried out fairly and effectively to meet the skills and abilities of each individual on the team. Effective planning and monitoring the performance of staff has in effect resulted in the workforce being able to meet the objectives of the organization which are
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