A job application must identify suitable information to help the recruitment and selection team to differentiate between candidates and short lists people based on credentials in comparison to what is required. This enables R and S team to find the right employee for the right job. The application at Shipley College that was given for a source document was for the position of an As part time teacher. This may be found in Appendix part (P). The essential information for any job anywhere was asked for on the application: i. e.
Name, Position applied for, d. 0. b. , age, NI number, and contact details. This information is always compulsory and insufficient detail of this information can be very detrimental as this is a teaching profession and students (underage) are involved. The quality of the depth of detail asked for was sufficient for the related position. The quality of the rest of the information was also relevant to any standard application: i. e. background information, qualifications, references, work experience, and a declaration that all information is correct.
This application was unsatisfactory because this is a teaching position and there was no mention of any criminal offences, criminal background check references or any similar identification asked for. This would have been a horrendous slip-up but the criminal background check is done using another sheet of paper that the College didn’t give me. This information was provided from my course coordinator Judy Roberts. The information on the background check asked about criminal history. The information asked for on the application was suitable as a general application, but it was not specified for the teaching profession.
The application in general lacked specific criteria to meet a professional quality. The application felt too standardised and not specific to each position. E4 – Identification of the key aspects of the business’s training and development programme and ability to explain the importance of these to the performance of the business. E7 – exploration of one human resources function in depth giving effective examples of how the work is carried out and how it is evaluated in terms of its contribution to the activities of the business. The key aspects of Training and Development
Similar to the text book definition of a training and development plan called the PDP, (personal development plan), the employees at Shipley College are have a CPD programme, (continuous professional development). Up until now this has been an informal development process where individuals are monitored and aided in developing their own skills. The assistant principle Curriculum, Stephanie Shields commented that in 2003 this process shall be formalised and individual employees shall be given folders to keep record of their development.
Continuous professional is important to the performance of Shipley College because as time goes by there are intellectual, technological and socio cultural changes that take place. Training and development is important to Shipley College because it helps Shipley College stay up to date with demand and helps utilize existing staff moulding their staff to meet the changes in the educational environment. The key aspects of training and development for Shipley College (CPD) are to improve IT skills, give regular appraisals, support tutors in personal development, and to widen the training of tutors.
Improving these skills is important to Shipley College because it is very expensive to recruit staff. Take for example that if every time Shipley College wanted to introduce a new qualification, if they had to recruit an entourage of new staff. This would be very costly. This is one of the most important reasons why training and development is key to the success of business because it allows business and Shipley College to use existing staff and use their staff for a multitude of situations.
Finally in the context of Shipley College the performance of institution depends on training and development because the more efficient the tutors become as they continuously develop over time, the more efficient Shipley College will become over time. Shipley College will not just be efficient in manner of resources and time, but will also be efficient in filling in the gaps of unaccounted for subjects and will be able to provide a much wider range of qualifications because their staff will be more developed and trained. They will be able to offer bigger and better courses.
This will definitely improve the performance of Shipley College. Training and development objectives for Shipley College in Depth: Inside the Interim Report written by Stephanie Shields the objectives for CPD were listed: 1) “To improve skills for pastoral care and student support” In order to achieve this first objective tutors will be given Basic counselling skills provision and an additional 2 sessions during the year of July 2003. Also Careers at Bradford (external trainer) will teach a session as well. 2) “To develop and support a raft of initiatives to support the disengaged and to improve retention and achievement”
The types of training used for this objective will be coaching and in house training. 3) “To continue to support initiatives designed to improve the quality of teachings and learning and learning support for individual learners” Internal and external training shall be used. During the in house training sessions quality circles and mentorship shall be used. The external training has been arranged with John Tidball of Quiet Associates. 4) “To ensure consistent standard delivery of Key Skills” In house and external training will be used. 5) “To support the introduction of the Connexions Service” A personal Advisor will give training
6) “To extend the Basic Skills Initiative” Extra support will be given to get tutors to attend external training. 7) “To continue to support the teacher training initiative” Initial teacher training is given to new tutors and other tutors are given training at their level to develop. Other staffs are being supported in undertaking their Meds and one staff member has started on a doctorate. 8) “To support additional external updating” Staffs is supported through the development budget and development in technology is being awaited to aid in monitoring and sharing who is attended which training sessions.
9) “To support further academic qualifications” Seven staff members are being supported with master’s level and higher this helps meet organisational objectives because after these members are qualified Shipley College may offer HE (higher education) and FE courses. 10) “To support a raft of ILT developments” This category has the highest spending for staff development and emphasises IT development and training is held at flexible times through out the year. 11) “To support training in the accurate maintenance and effective use of the ISR/ILR by both teaching and support staff”.
External people such as “Lily Rose” and Fretwell Downings will hold these training sessions. 12) “To harmonize the LSC/Yeti systems with the integrated ILR This is a technological development that will aid in recording individual development programmes and will generate funding. In the conclusion of her Interim report Stephanie Shields commented that a clear objective was set to improve the quality of training and development. Also she commented on holding work-based learning at College and also flexibility will be encouraged The training and development plan at Shipley College is excellent and is always seeking development.
The exercises are planned, executed, monitored and reformed. There are several documents printed throughout the year to keep staff informed of company objectives for training and development. Shipley College uses a variety of training methods from external to internal, from work-based-learning to learning-sessions, virtual learning sessions and blackboard work. 3. 3% of funding is allocated to staff development, which is a significant figure when talking about the whole of funding. To add more status to the brilliant development schemes Shipley College is also recognized by Investors in People and also use Careers Bradford or training.
Shipley College acknowledges the shortage of skills and the need for development. Linking its own objective to individual objectives Shipley College is formalising its training and development department and is one the highest spenders on development according to Stephanie Shields. Giving questionnaires to students helps monitor the developments along with other methods such as giving tutors appraisals, peer evaluation and observation. This section of training and development links with Performance management and will be discussed in the Performance management section.
