people: training and development Flashcards
benefits of training
- employees become more competent which leads to greater output
- training results in less waste which reduces cost
- reduces accidents which decrease the business’ liabilities
- staff feel valued and more confident so are motivated
costs of training
- financial costs of training can be high
- work time is lost which reduces output
- fully trained staff may leave for better jobs
three types of training
- induction training
- on the job
- off the job
benefits of induction training
- new recruit settles in so output target reached
- training minimises the mistake the new recruit may make
costs of induction training
- firm can invest in this training only for the recruit to leave so no return on their investment
- the firm has to tailor the train to the new recruit
benefits of on the job training
- training is relevant to the job
- training takes place in the workplace which reduces costs
- apprentice gains relevant pratical training
costs of on the job training
- firm has to pay for the training
- can be time consuming so lose out on output
benefits of apprenticeships
- get first hand practical knowledge of the industry
- quickly see if the job is desirable instead of wasting years at uni
- they are paid while they learn
- firms are given funding from the government
benefits of work based qualifications
- can increase salary when qualified
- can be tailored to suit the firm’s needs
- training takes place in the workplace which reduces costs
cost of work based qualifications
- can be time consuming
- costly to pay for trainers
benefits of graduate training schemes
- Graduates are acknowledged for their qualifications
- Supported move from university to the workplace
- Help to decide your chosen career path
costs and benefits of off the job training
- takes longer
- more expensive
- staff have no distractions and can concentrate quickly
one to one
This is where the manager and the employee meet to agree targets for the year
and then to assess whether these targets have been met.
360 degree
This is where the manager who is appraising the employee seeks opinion of the staff with whom the employee deals, before giving a verdict on their performance.
peer to peer
With this form of appraisal, it is only colleagues in the same or similar position
are asked to provide feedback on specific aspects of an employee’s performance
