CASE 2

Training the workforce

Cases;

In Nando´s case they are using a successful way of training and it is clearly seen on job satisfaction. Also the fact that most people want to proceed in their jobs is a good sign of fine trainings.

                       In my current job we are lacing of that kind of training. Only few people want to take more responsibility due the pay that is almost non-existent compared to the regular pay. And also the amount of responsibility you have compared to pay is not fair in my opinion. I feel also that many of my colleagues including me are missing some trainings because of the fact that we don’t have an HR department which would take care of all that kind of stuff. I think it’s a pity to have it that way because all of our employees are motivated in the beginning.

In Mc Donald´s case I think it is left quite vague that was the training successful or not. The fact that it was tried to make it voluntary is a good starting point but then again mc Donalds is not that kind of place that people would like to think of their work after they have finished their shifts. In general I think as well that trainings should be paid and not voluntary cause it motivates employees to go to them and develope their work.

Notes of the book:

Training focuses on providing employees skills or helping them improve their performance. Present performance levels. Whereas development has the focus on both current job and the future job that the development is taking it. Long term requirements and more group focused.

Challenges in training

-       Finding out the matter behind the problem, why something is not working.

-       Realistic and clear goals

-       Pays of gradually, must be thought as an investment to the future

Training process

The needs assessment phase; organizational, task and person.

Organizational analysis looks into factors such as organizational culture, mission, business climate, goals and structure. External environment and the organizations goal and values are to be studied as well.

The objectives of a training should be based on this phase

Task analysis meaning is to understand job requirements.

Person analysis is meant to be done to reveal which employees need training. Training is usually needed when there is a gap between employees performance and the organizations expectations of level.

Training and conduct phase

Approaches to training vary by location, presentation and type.

Presentations can be conducted by slides, videotapes, tele-training, computers, simulations, virtual reality, classroom instruction and role-plays. For example role-plays might work for customer service trainings because in real situations on needs to be on the move as well. And from my own experience it is quite fun to rehearse with your colleagues some funny situations.

The evaluation phase

The training should be valued by how well it addressed the need it was aimed for.

A four level framework for evaluation is widely used, level one refers to the reaction of the trainees, how happy they were with it for example. Level two is how much the trainees learned. Level three is about the trainees behaviour and is usually measured by observing. Level four is the results which is measured that how good an investment the training was.

Legal issues and training

Employees must have acces to training and development programs in a non-discriminatory fashion.

(Gomez-Meja, Balkin, Cardy. 2016, 263-288)

Developing careers

Now days the work field is much more competitive and people don’t proceed that linearly in companies. More common is to change companies in search of more interesting jobs. That makes a huge challenge for employers to offer a chance to develop internally in a company.

Challenges in career development

Who is responsible of the employers development paths in companies vs. employees should themselves be active in planning their paths to develop and make sure that their aims are being heard.

Career development can have negative effects as well such as employee dissatisfaction, poor performance and turnover.

The competency model; understanding the business environment, making it happen, leading others.

Individual career counselling is one-on-one session. The goal is to help employees to examine their career goals. Employees can be conducted by managers or career counsellors.

Information services provide info of development to employees. The most common development programmes are mentoring, coaching, job rotation and tuition assistance. Mentoring generally involves advising, role modelling, sharing contacts, and supporting in general. This relationship usually forms between senior and junior colleagues. Coaching is usually between employees and managers. It is a discussion of goals and development. Job rotation assigns employees to different jobs so that they acquire wider base of skills. That can make I easier to choose a career path and it can also keep the employees job fresher and the employee energized. Tuition assistance programs are there to support employee’s education and development. These are usually supported or fully covered by employer.

Self-development is as important as the previously mentioned in the rapidly changing world. One can start thinking from the aspect of money, work and life.

(Gomez-Meja, Balkin, Cardy. 2016, 289-313)

Sources: 

Case A:Janine Milne 2016. https://diginomica.com/2016/06/08/super-sized-gamification-for-training-mcdonalds-is-lovin-it/ visited 30.1.2018

Case B: David Pollitt, Human Resource Management International Digest Editor. http://ezproxy.haaga-helia.fi:2104/doi/full/10.1108/09670730610656879 visited 30.1.2018

Managing Human Resources, Global Edition 2016 Gomez-Meja, Balkin, Cardy. 263-313