topic 22 - training and development

Question 1

describe training

Answer 1

training means to improve the skills or knowledge of staff within an organisation.

Question 2

advantages of training

Answer 2

• it helps to improve the quality of products/services as employees have better skills
• it is motivational for staff as it makes them more confident to do their job and they feel the business is interested in developing them
• it can be used to develop skills to cope with change in an organisation, such as the introduction of new technology.
• it reduces the number of workplace accidents since staff are more aware of procedures
• a good training programme can attract high-quality staff.

Question 3

disadvantages of training

Answer 3

• it can be costly to an organisation if outside training centres or trainers are used
• it can lead to lost production time
• staff may leave after being trained
• staff may be in a position to command higher wages once better skilled

Question 4

describe corportate training schemes

Answer 4

these are intense programmes of training that will equip staff with enhanced skills so they are in a good position either for a pay rise or for a promotion, for example, through a management training scheme.

Question 5

advantages of corportate training schemes

Answer 5

• the organisation benefits from highly skilled staff
• staff are motivated, which lowers staff turnover

Question 6

disadvantages of corportate training schemes

Answer 6

• work time can be lost throughout the training
• the organisation will have to pay staff more after training is complete.

Question 7

describe graduate training schemes

Answer 7

this are offered to university graduates who typically attain a B or above. Graduates are given an attractive starting salary and placed on an intense one-to-three-year period of a mixture work-based training and learning on the job at training centres.

Question 8

advantages of graduate training schemes

Answer 8

• graduates are raw talent that can be moulded to learn the skills and knowledge specific to the industry/business
• the attractive salary, benefits and promotion opportunities are motivational to graduates
• successful completion of the programme can lead to a full-time position.

Question 9

disadvantages of graduate training schemes

Answer 9

• graduates command higher salaries than staff without degrees.
• the schemes often have to unpick irrelevant university knowledge and re-teach ‘real world’ business.
• not all graduates on the programme are guaranteed full-time jobs, increasing staff turnover and impact on morale.

Question 10

describe work-based qualifications

Answer 10

Organisations can also offer staff the chance to gain formal qualifications while working. In Scotland many of the qualifications are based on the SVQ (Scottish Vocational Qualifications) framework. SVQs are work-related qualifications that reflect the skills and knowledge required to do a specific job. This qualification can be achieved through an
apprenticeship scheme. This is common in manual trades, such as joinery or plumbing, and they are mostly delivered in the workplace with some days spent at a local college when required.
Professional qualifications such as accounting or engineering
examinations can also be studied for through work-based training.

Question 11

advantages of work-based trainign and apprenticeships

Answer 11

• employees gain a recognised qualification and learn through practical application of their learning
• employees can contribute to the organisation while training
• employees are paid during training which can be motivational

Question 12

disadvantages of work-based trainign and apprenticeships

Answer 12

• staff may leave for a better job after gaining their qualification
• organisations usually pay for the training and examinations
• it can be costly to pay staff to train

Question 13

describe appraisals

Answer 13

an appraisal is a two-way meeting between an employee and another member of staff to discuss the employees performance and to set targets for the future. An appraisal is traditionally a formal one-to-one meeting between an employee and their line manager; however, modern methods include peer appraisal, 360-degree appraisal and informal appraisal which is just a quick chat with a subordinate, perhaps during a coffee break.

Question 14

advantages of appraisals

Answer 14

• Positive feedback can be given which motivates the employee.
• Targets will be set for the employee which motivates them
  and gives them a goal to work towards.
• Training needs can be identified which can motivate staff and increase quality standards.
• Pay rises and bonuses can be awarded after a successful
  appraisal which will motivate staff and ensure their work
  rate improves further.
• Employees can be identified for promotion, which will increase their loyalty to the organisation.
• Strong relationships are formed between managers and
  employees as they are given the opportunity to have a professional discussion.

Question 15

disadvantages of appraisals

Answer 15

• Negative feedback can be given which demotivates employees.
• An employee might be set unrealistic targets which puts
  them under pressure.
• Too many development needs may be identified which will
  stress the employee.
• Some employees resent the appraisal system. They feel
  under pressure and as if they are being checked up on.
• Appraisals are time consuming to carry out which will result
  in lost work time during the time they are being conducted.

Question 16

describe peer appraisal

Answer 16

this is when the review interview is carried out by a colleague at the same level in the organisation as the employee

Question 17

advantages of peer appraisal

Answer 17

• employees may relax more and react better to a review given by a colleague.
• relationships with line managers are not harmed through judgements or weaknesses being highlighted.

Question 18

disadvantages of peer appraisal

Answer 18

• personal relationships between peers could result in the appraisal being ineffective
• bias could wrongly highlight an employee for a pay rise or promotion.

Question 19

describe 360-appraisal

Answer 19

The most complete method is the 360-degree appraisal. In this scenario, whoever conducts the appraisal, such as an HR manager, peer or line manager, interviews fellow employees, supervisors and subordinates
about the performance of the employee.

Question 20

advantages of 360-degree appraisal

Answer 20

• a complete profile of the employee is gained
• areas of subjectivity, such as character and leadership skills, are measured

Question 21

disadvantages of 360-degree appraisal

Answer 21

• some employees may find it difficult to be critical of their colleagues
• time constraints can limit the quality of responses from so many people in the organisation.