Training & Development

Question 1

Methods of Training

Answer 1

There are different ways to train staff and each method has its own costs and benefits. Different methods include:
- apprenticeships
- graduate training schemes
- corporate training schemes
- work-based qualifications
- continuing professional development

Question 2

What is an Apprenticeship?

Answer 2

A method of paid on-the-job training that combines learning practical skills with theoretical knowledge.
Formal qualifications are gained while working and learning on-the job combined with days at college as required.

Question 3

Costs and Benefits of Apprenticeships

Answer 3

COSTS:
- Involves a high degree of supervision from experienced staff
members which can be time consuming
- Apprentices may make mistakes while they are training which may
harm the reputation of the company
- Apprentices are paid a wage while they are training
- No guarantee of job security once apprenticeship is completed

BENEFITS:
- Professional qualifications can be gained
- Training is specifically tailored to suit the firms needs and job role
- Less costly as training takes place while performing the job

Question 4

What are Graduate Training Schemes?

Answer 4

Programs offered by companies to people who have recently gained a degree qualification from university.
They normally last between one and two years and allow the graduate to experience different aspects of the business throughout their training.

Question 5

Costs and Benefits of Graduate Training Schemes

Answer 5

COSTS:
- No guarantee of a job at the end of the training scheme
- Can be time consuming to carry out the on-the-job training required
- Graduate might leave once training is completed
BENEFITS:
- Gives graduates experience of a working environment
- Graduates can gain the skills required to work permanently for the organisation
- Graduates can experience different departments and gain a range of skills
- Organisation can decide where best to employ graduates at the end of the training scheme

Question 6

What are Corporate Training Schemes?

Answer 6

Offered by organisations to employees within the company.
The employees will participate in training courses to further develop their skills within the organisation.
Ensures employees can learn new skills to enhance the quality of their work or to advance within the organisation. The training can take place at college, external training providers or within the organisation.

Question 7

Costs and Benefits of Corporate Training Schemes

Answer 7

COSTS:
- Can be time consuming to carry out the training required
- Can be costly for the organisation to provide training and subsequent wage rises
BENEFITS:
- Standard of work can improve through training
- Employees will be more motivated

Question 8

What is a Work-based Qualification?

Answer 8

Formal qualifications that can be gained while working, employees will learn the skills required to gain the qualification while carrying out their job.

Question 9

Costs and Benefits of Work-based Qualifications

Answer 9

COSTS:
- Qualifications can take a long time if completed on a part-time basis
- Employee may leave the organisation once qualification is gained
- Costly to pay for people to carry out the training
BENEFITS:
- Training is specifically tailored to suit the firms needs
- Training takes place in the work place so minimal cost to the organisation
- Employees can gain a recognised qualification
Standard of work can improve through training
Employee has a better chance of promotion or a wage rise when qualification is gained

Question 10

What is Continuing Professional Development (CPD)?

Answer 10

Training that takes place through a career to ensure that employees stay up to date with the knowledge and skills required to do a job or advance in their career.
CPD can take the form of on-line training, conferences, events, workshops or meetings.

Question 11

Costs and Benefits of CPD

Answer 11

COSTS:
- May take people away from their work in order to complete training
- Can cost the organisation money to send workers on training courses
BENEFITS:
- Improves the skills of staff which can lead to better quality goods or service
- Motivates staff as they are better able to do their job and feel the company is investing in their training
Ensures the organisation keeps staff up to date with mandatory training requirements

Question 12

What are the three main types of training carried out in the workplace?

Answer 12

• induction
• on-the-job
• off-the-job

Question 13

What is Induction Training?

Answer 13

Offered to new employees when they join an organisation and usually includes:
- a tour of the premises
- health and safety information
- specific training on any duties/skills required to do the job
- company policies such as holiday entitlement and absence
procedures
- introduction to colleagues

Question 14

Advantages and Disadvantages of Induction Training?

Answer 14

ADVANTAGES:
- Employees will settle quickly into the job
- Employees will be made aware of important health and safety
issues before starting the job
- Employees will understand who the main personnel in the
organisation are
DISADVANTAGE:
- Takes time so reduces output

Question 15

On-the-job Training

Answer 15

Training that is undertaken in your place of work. Businesses can carry out several different types of on-the-job training:
- Coaching
- Role Play
- Job Rotation
- Shadowing
- Demonstration

Question 16

Coaching

Answer 16

An experienced member of staff will work through a task step-by-step with an employee.
The experienced member of staff or ‘coach’ will support the employee through the learning process by passing on their knowledge and skills.

Question 17

Role Play

Answer 17

Involves acting out a scenario to see how an employee would perform under certain conditions.
This will allow the employee to practice appropriate ways to deal with situations that may occur in the workplace.

Question 18

Job rotation

Answer 18

Members of staff can be rotated or moved through different jobs within the organisation so they acquire a range of skills from each department or job role.

Question 19

Shadowing

Answer 19

Shadowing is when an employee observes another employee working to gain a better understanding of how they do their job. This is usually for a set period of time such as a few days.

Question 20

Demonstration

Answer 20

Demonstration is when an employee watches a task or a particular process being carried out and then attempts the task/process themselves.

Question 21

Advantages and Disadvantages of on-the-job training?

Answer 21

ADVANTAGES:
- Training is specific to the company’s needs
- Work is not interrupted by staff attending training courses outwith
the office
- May be cheaper as internal training does not need to be paid for
- Employees will feel more at ease
DISADVANTAGES:
- Quality of training may not be as good
- May pick up bad habits from other workers
- Concentration may be poor due to work interruptions

Question 22

Off-the-job Training

Answer 22

Training undertaken outside the place of work. This training can take place at many locations such as colleges or training centres.

Question 23

Colleges

Answer 23

Colleges are formal places of learning where employees can take a specific course. This may be through:
- day release
- evening classes
- distance learning

Question 24

Training Centres

Answer 24

A location specifically designed for training. Staff are sent to training centres to learn new skills.
Off-the-job training has a number of advantages and disadvantages

Question 25

Advantages and Disadvantages of Off-the-job Training

Answer 25

ADVANTAGES:
- Higher quality training usually delivered by experts
- Higher levels of concentration as less interruptions
DISADVANTAGES:
- Cost of external training courses may be high
- Productivity decreases due to time being spent away from the place
of work
- Employees may learn skills that are not relevant to the business

Question 26

Staff Appraisals

Answer 26

A yearly performance review between an employee and their line manager.
They reflect on the year just passed, and then:
- identify training needs
- identify areas for improvement
- discuss if specific targets from the previous aprraisal have been met

Question 27

one-to-one appraisal

Answer 27

A regular and formal review of an employee’s performance by their line manager, normally takes place at least once a year.
Involve a review on an employee’s progress towards their targets. Time is taken to set targets for coming year.
There is an opportunity during this appraisal to identify training needs and future career plans.

Question 28

360-degree appraisal

Answer 28

An evaluation of an employee’s performance that considers feedback and opinions from:
- line managers
- peers
- subordinates
- the employee themselves
Each person asked to take part in a 360-degree appraisal is given a set of identical questions about the employee. The answers will be used to compare and analyse how the employee is performing. This will help them with self-evaluation and improvement.
A 360-degree appraisal allows for different viewpoints to be considered when reviewing your performance and identifying future training needs.

Question 29

Peer-to-peer Appraisal

Answer 29

Excludes an employee’s line manager. Other workers in the same or similar position are asked to provide feedback on different aspects of an employee’s performance.

Question 30

Benefits of Appraisals

Answer 30

• can motivate employees as employers have chance to acknowledge any good work or improved performance
• training needs can be identified which will lead to higher standard of work
• targets can be set for employees which will lead to increased motivation and purpose
• good practice can be identified and shared across the organisation
• improved employee relations as managers and employees have time to have a professional discussion and resolve any problems
• opportunity for wage increases and promotions may occur through using appraisals

Question 31

Costs of Appraisals

Answer 31

• can be time consuming to carry out appraisal with all members of staff
• negative appraisals can lead to demotivated staff
• employees may feel under pressure during an appraisal and take on too many development tasks