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Exam code:7131

The value of training

Businesses need to make sure that new and existing staff are trained and developed appropriately
- Training is the teaching of new skills
- Development is the improvement of existing skills

The place of training in the human resources planning process

A purple arrow diagram illustrating the following stages: human resource plan, recruitment, training and redeployment, arranged sequentially from left to right. — Training in the human resources planning process

A well-trained workforce is important for several reasons:
- Well-trained staff are likely to be more productive
- Staff may feel valued if a business invests in training and development
- Staff are more likely to be flexible and resilient in the face of change

Reasons for training and development

A diagram showing reasons for training: valuing employees, updating skills, identifying inefficiency, boosting confidence and meeting legal needs. — Reasons for training and development include keeping knowledge and skills up to date and meeting legal requirements

Well-trained employees are likely to be motivated because they recognise that their employer is spending money on their development
Motivation theory suggests that employees work more enthusiastically at the things they are good at
- if employees are trained in managing quality, they are more likely to think about how to improve the standard of the goods they produce

If motivation is improved through better training, labour retention is also likely to increase
- If an employee feels they are becoming better at their job, they are far more likely to stay with the business, even if another employer is offering higher rates of pay, because they want to keep developing in the job they have

Types of training provided by businesses

Different types of training have advantages and disadvantages for the business

Types of training

A diagram showing types of training, with branches to induction training, on-the-job training and off-the-job training. — Three common types of training that businesses put their new employees through

Induction training

Induction training is a type of training that new employees receive when they start working for a company

Components of induction training

Onboarding process diagram with triangles listing common elements of induction training: touring the premises; meeting colleagues; reviewing HR/security, health/safety and IT/finance policies and procedures; issuing equipment; and going over role-specific duties and the company culture. — Common elements of induction training

It introduces them to the company; its culture, policies and procedures; and their job roles and responsibilities
- E.g. when a new employee joins Marks & Spencer, they receive induction training that covers customer service, product knowledge, store policies and safety procedures

Evaluating induction training

Advantages	Disadvantages
Helps new employees to understand their job roles and responsibilities Introduces employees to the company culture, policies and procedures Improves employee confidence and motivation Reduces the time taken for new employees to become productive	Can be time-consuming and expensive to organise May not cover all aspects of the job role May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

On-the-job training

A type of training that takes place while employees are working in their job roles
It allows employees to learn new skills and knowledge from colleagues while performing their job duties
- E.g. A sous chef at The Ivy Restaurant in York may receive on-the-job training from the chef to learn how to prepare new dishes, use new equipment or improve their cooking techniques

Evaluating on-the-job training

Advantages	Disadvantages
Employees learn new skills and knowledge while performing their job duties Training is tailored to the employee’s specific job role and responsibilities Training is often more practical and relevant to the employee’s job duties than other forms of training Can be cost-effective as it takes place during working hours	Employees may make mistakes while learning, which can impact productivity and quality Can be disruptive to the workplace, as it requires the trainer to devote time to training the employee May not be effective in all cases, leading to employee dissatisfaction and higher staff turnover rates

Off-the-job training

A type of training that takes place outside of the workplace
It can be in the form of workshops, seminars, conferences or online courses
- E.g. Teachers can attend exam board training days, at which they learn how to better teach the syllabus and help their students to prepare for their exams

Evaluating off-the-job training

Advantages	Disadvantages
Employees learn new skills and knowledge outside of the workplace, which can bring fresh ideas and perspectives to the workplace Training can be tailored to employees’ specific needs and interests Training can be used as a reward or incentive for high-performing employees It can be cost-effective if training is provided online or through webinars	It can be expensive to organise, especially if travel and accommodation are required Employees may miss work while attending training, which can impact productivity The training may not be directly applicable to the employee’s job role or the needs of the firm

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