Essay
BTEC Business Unit 17 Training in the Business Workplace Assignment 2 P2 M3
- Institution
- PEARSON (PEARSON)
Describing and explaining the importance for an organisation of identifying its training needs.
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Assignment 2Task 2A
In this task I will be describing what an organisation needs to consider when identifying its
training needs. The organisation I have chosen is Tesco, I will also explain how they identify
their training requirement and how the training cycle is used. Tesco is a British multinational
groceries and general merchandise retailer, which is located in many countries.
Tesco has a flexible and structured approach to training and development, which adapts to
their employee’s needs. Tesco regularly evaluates the performance of its employees in order
to anticipate any possible skills shortages. This helps managers and employees decide
whether they have the correct knowledge, skills, understanding and resources to carry out
their job effectively. The company provides tools for highly structured monitoring and
evaluation of training. This includes scheduled tasks, timetables, measures and checklists.
Employees have the ability to assess themselves by setting objectives in activity and
personal development plans and then recording their outcomes in learning logs.
The Training Cycle:
The training cycle is described as a systematic approach to training. The cycle often starts
with the assessment of training needs, whether training is needed and what needs to be
trained in the context under consideration. Once the training needs are identified a suitable
method of training can be planned and designed, it is important for an organisation like
Tesco tell the employee exactly why they are having extra training and what they want to
outcome to be. This is where the content is presented and distributed to learners. It is
important for a company to deliver the material in a way that learners can understand. Tesco
would use the training cycle to improve the efficiency and performance of their colleague
which would also improve their overall workforce. When delivering the training, there are a
number of factors that must be taken into consideration by Tesco. For example, adapting the
methods of teaching to suit others that may have different needs to other employees and
they need to have the correct type of resources available to them. The final stage is then to
carry out an evaluation of the training cycle, this allows for managers and directors of Tesco
to see if the aims and objectives that they set were met by the employee and it allows them
to see where this training method may need improving on for future employees.
Skill Gaps:
A skill gap is a gap between what employers want or need their employees to be able to do.
When an organisation like Tesco is creating a training plan, they must identify if employees
have any skill gaps. Once the skill gaps are identified, Tesco will benefit as it ensures that
the workforce is well trained, knowledgeable and better equipped to perform the job. Tesco
can identify employee skill gaps by conducting a skill audit, interviews that are based on
training needs and observations in the workplace.
, Skills Audit:
A skills audit is a process that can be used to identify the skills gaps in an organisation, like
Tesco to help management identify skills, knowledge or experience the team can contribute
to Tesco. A skills audit will determine whether the organisation can meet its goals and
without this information, Tesco will not know what areas they need to improve. The outcome
of a skills audit will be a training needs analysis that identifies where training is needed.
When Tesco complete a skills audit, they will have a better understanding of what training
and development needs to be targeted to improve employee performance. It would also
allow for accurate knowledge of current competence levels and increased productivity as
employees are better matched to their positions.
Training needs interview;
When an organisation like Tesco makes the decision to conduct a one-to-one interview
between a manager and employee to identify an employee’s training needs, they will be able
to keep the employee motivated and build a better rapport between the employee and the
manager conducting the interview, it also allows them to discover the training needs of the
employee that will help achieve organisational and personal objectives. It is important for an
organisation like Tesco to plan and conduct the interview to a high standard. An inadequate,
rushed and poorly managed one-to-one interview can do more harm then good. It is
important for that the right kind of atmosphere is created and the environment is comfortable
and relaxed for everyone involved can concentrate on what is going on.
Observations:
Tesco use observation as a form of identifying skill gaps that an employee may have within
the workplace. Managers at Tesco would use this method to find the training needs of their
operative staff as they would be able to physically see where the employee is lacking skills in
different areas of their work. Using observations as a way of identifying skill gaps is a good
way for Tesco to show that they are caring about their employees and showing them support
when they need it, meaning they have a better rapport and the employee will show a better
performance when working.
Benchmarking:
Benchmarking is the process of identifying, understanding and adapting outstanding
practises from within the same organisation or from other businesses to help improve
performance. It involves evaluating and comparing processes allowing for an organisation
like Tesco to set new standards and goals which will help to improve and add value to its
processes, providing better performance and improved quality. Benchmarking can be used
to compare the work ethic of a specific company’s employees to another which would allow
for an organisation like Tesco to identify any areas of concern. Tesco can also use this
method to identify any gaps that their employees may have when compared a better
performing supermarket. The benchmarking process ensures that all employees within
Tesco are working towards measurable goals that help contribute to a specific target that the
organisation may have. However, benchmarking is a long process and needs a lot of
commitment by both employer and employee otherwise it will not work.
Continuing Professional Development:
Continuing: life long learning, an ongoing process regardless of the age of the employee or
the stage of their career.
Professional: focused on personal/individual competence at work or in a professional role.
Development: improve personal skills and career progression.
CPD is a systematic, ongoing, cyclical process of self-directed learning and is a partnership
between the individual and the organisation. It includes everything an employee learns
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