Additionally Maslow created an idea of motivation to learn which would include intrinsic and extrinsic factors. Intrinsic factors are internal factors that affect’s a persons decisions for example self-esteem and this would lead to intrinsic satisfaction. Extrinsic factors are external factors that affect a person’s decision; these would not be by choice internally for example pressure from parents or friends, so the decision isn’t made by own choice but affected by outer factors and enables them to motivate.
Overall training is essential as it can have many benefits to an organisation such as bringing out the hidden potential of an individual. With health and safety training it can bring employees to be aware of precautions when doing any task for example don’t sell tobacco or solvents to customers under the age of 16, this was one of the things I learnt while working at the organisation; WHSmith. Training can also improve people’s skills and keep them up-to-date with the IT within the company.
It will increase employee’s pace because if they are trained to do particular responsibilities then they will get on with it instead of being uncertain and in hesitation. Evaluation To conclude, training for the organisation can provide individual feedback on what they’ve learnt about themselves and others. A method of evaluation is measuring organisation success such as the company targets, individual targets and financial performance. Also comparing with the company’s programmes in terms of cost and impact is significant.
(Frances and Roland Bee, Training Needs and Evaluation, pg 262) wrote: “Training is often described as an investment – usually because the term investment is perceived as a more positive term than describing it as a cost”. A fundamental point is that they way which outdoor training programmes are structured for an organisation is exceptionally important to their success and effectiveness as are for the participants psychologically. Outdoor to training programmes can offer from teambuilding to an appalling occasion for the executives.
The second last stage in the training strategy is the appraisal and evaluation of the training. Training evaluation is carried out for many purposes such as to progress the quality of the training in terms of deliverance, trainer, methods, length of training and objectives and to measure the effectiveness of the overall programme, training methods and instructor. Also to justify the programme so that the benefits outweigh the costs and to validate the role of training for budget purposes.
Evaluation techniques for different learning levels include the following tests, essays, questionnaires, structured exercises, cost-benefit analysis, feedback, interviews and tutor reports. The UK government thinks it important to train because the UK population is aging and there is a great need being driven by the UK government policy to start to re-skill and develop and expand the new skills base within the UK to meet the needs of the ever-changing global market and economy.
Appendix SWOT + PEST Analysis Below is a SWOT & PEST analysis, the example of an organisation used is Tesco’s Strengths – Tesco’s selling diversity is strength, not just food but pots, pans, clothes Weaknesses – The perception of the older generation of people as Tesco’s used to be only opened in poor areas, their image isn’t as high-quality as Sainsbury’s Opportunities – A good opportunity would be to compete in the global market e. g.
Europe Threats – Competition such as Asda, Sainsbury’s Political – The factors that effect organisations such as tax, currency rates, legislation, inflation Economic – Factors such as competition, globalisation, recruitment in different countries Social – What’s going on in society is very important, what’s most popular with consumers etc Technological – The technology advances are increasing rapidly so there is need for IT training