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2024 Unit 21 Training and Development - Assignment 1 & 2 (DISTINCTION*) Investigate training in a selected business & Examine the planning and delivery £24.99
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2024 Unit 21 Training and Development - Assignment 1 & 2 (DISTINCTION*) Investigate training in a selected business & Examine the planning and delivery
This report is for Unit 21 Training and Development Assignment 1 & 2 Learning aim A: Investigate training and development in a selected business & Learning aim B: Examine the planning and delivery of training programmes in a selected business. This work covers all of the criteria required to achiev...
Introduction
Vodafone is the world leading
telecommunication provider, with main
impact in Europe, Affric, Asia Pacific, the
Middle East and United States. The
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company values are centred around developing their employees as they
recognise that this has massive impact in the customer experience and the
success of the company in general. This can be clearly seen in Vodafone’s
statement - “Providing our employees with the ‘opportunities to develop’ is a
central part of our people experience.”[ CITATION Vod191 \l 2057 ]. In 2018
Vodafone trained more then 17 000 people in their UK training centres, on topics
such as leadership development for aspiring managers and advance sales skills
for front line employees. This report investigates the training and development
practises at Vodafone and examines the planning as well as the delivery of the
training programmes offered by the company. This information is then used to
evaluate these processes’ contribution to the success of Vodafone.
Difference Between Training and Development
Training is a process which involves learning
key new skills which are essential to do the
job. Earning while learning is known as
training; now days many organisations
implement training as part of the human
resource development. Vodafone implements
training program for all new employees to
introduce them to the company’s rules,
policies and procedures as well es to give
them the crucial skills needed to perform the job up to high standard. This type
of training usually involves formal group classroom workshops as well as one to
one session with manager.
Development is ongoing systematic
procedure which takes part after the initial
training. It is now limited to specific task or
skill, but it aims to improve the individual’s
personality and attitude as well as to
stimulate their personal and professional
growth. Development can include further
training which can help the employees to
become better in their jobs or even training
for a new job position. This process can help
individuals to grow within the company’s ranks and reach high job positions.
Training vs Development
Basis for Comparison Training Development
Meaning Training is a learning Development is an
process in which educational process
employees get an which is concerned with
opportunity to develop the overall growth of the
skill, competency and employees.
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knowledge as per the
job requirement.
Term Short Term Long Term
Focus on Present Future
Orientation Job oriented Career oriented
Motivation Training Self
Objective To improve the work To prepare employees
performances of the for future challenges.
employees.
Number of individuals Many Only one
Aims Specific job related Conceptual and general
knowledge
Training needs analyses at Vodafone
P2: Describe how a selected business identifies training needs
Vodafone recognises that today’s highly competitive business environment
requires their employees to be highly skilled, efficient and cost-effective. To help
their employees improve these qualities Vodafone identifies training needs
trough the use of Training Needs Analysis (TNA). Further, those analyses are
used to move the company forward and keep up to date with the newest
technologies. Below is a diagram of the processes used in these analyses:
1. The company reviews the current skill levels of employees and compares
them against the specific job description. To help collect more date
Vodafone uses primary research methods such as interviews to determine
any skills gaps in the workforce.
2. The date collected is then used to brainstorm workshop ideas and to
determine the job profile for each position.
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